The dynamic and fast-paced nature of the modern workplace presents a host of challenges for businesses and their HR teams. Firms are under pressure to foster productive, inclusive work environments that support high performance, innovation and risk taking. Even when well-intentioned, human resource professionals may not always be equipped with the skills or knowledge required to effectively manage employee relationships and reduce risks in the workplace. As such, many companies choose to outsource investigations into employee misconduct or other adverse situations. Fortunately, there are qualified professionals who specialize in discreetly handling sensitive workplace investigations. Committed to maintaining the confidentiality of all parties involved, these third-party investigators proactively identify risks and recommend courses of action for both the company and affected employees. So if you’re considering an outsourced investigation at your business, here are some things you should know first . . .
What Is a Melbourne Workplace Investigation?
First and foremost, a workplace investigation is an impartial review of events surrounding reported misconduct or poor performance. It’s not a disciplinary process. Rather, an investigation is meant to determine if certain events actually happened. If so, investigators then assess whether or not those events breached company policy or put the business at risk. A workplace investigation is typically requested by management when there’s a need to resolve or prevent harm caused by employee misconduct or alleged violations of company policy. It’s meant to identify the facts, determine the extent of the problem, and recommend a course of action. Investigations can also be initiated by employees who want to report a violation of policy or an act of discrimination. In any case, a workplace investigation is an important part of any company’s HR strategy.
Why Outsource Workplace Investigations?
As with most things in business, outsourcing investigations can help you save time and money while improving your outcomes. Investigations are usually initiated as a result of some kind of employee misconduct or policy violation. This can include issues such as sexual harassment, discrimination, or fraud. Employee relations can be incredibly sensitive. In many cases, human resource managers lack the skills and training to effectively deal with complex investigations. Not surprisingly, the wrong approach can result in lasting harm to employee morale and company productivity. Investigations can be stressful for everyone involved, including the business. However, an outsourced investigator can help reduce the pressure on your HR team by handling sensitive situations in a discreet manner. Investigations are a significant investment for most companies. However, outsourcing to a qualified third-party investigator gives you access to expertise that may otherwise be beyond your reach.
Who Can Perform an Outsourced Investigation?
There are many qualified firms offering outsourced workplace investigations. Whether you decide to go with a larger company or a smaller boutique firm is up to you. If you’re looking for the right investigator, there are several factors to keep in mind. Investigations are inherently complex. They require a high level of skill and experience. All too often, inexperienced investigators lack the knowledge and judgment necessary to successfully conclude a matter. This can result in costly delays, unmet expectations, and harm to the business and its employees. Investigations should be handled by experienced professionals who are sensitive to the needs of both the company and the parties involved. The investigator should be adept at dealing with sensitive situations, have a high level of discretion, and have a proven track record for success. Investigations are an investment. Make sure the company you choose has the expertise and resources necessary to complete your matter in a timely manner.
What Should You Expect from an Outsourced Investigator?
First and foremost, an investigator should be discreet. This means you can trust them to manage sensitive situations and keep information confidential. Investigations are all about facts. The investigator should conduct an impartial investigation, collect the facts, and make recommendations based on their findings. Investigations are solution-focused. The investigator should help you identify and implement the most appropriate next steps based on the facts of your situation. Investigations are independent. The investigator should be able to identify potential issues and make unbiased recommendations without regard to existing relationships or loyalties within the company. Investigations are fact-based. The investigator should be able to identify and report on the facts related to your situation. They should also offer recommendations based on those facts. Investigations are timely. The investigator should be able to manage complex matters in a timely manner.
What to Look for When Selecting an Investigator?
When selecting an investigator, you’ll first need to determine the scope of your investigation. You can do this by asking yourself a few key questions . . . Why was the investigation initiated? Do you have any employees you’d like to remain anonymous? What are you hoping to learn from the investigation? Investigations are generally broken down into two categories: internal and external. An internal investigation is limited to looking at events and issues that occur within the company. External investigations examine facts related to individuals outside the company. Investigations can also be broken down by type. You may want to conduct a fact-finding investigation, a policy compliance investigation, or a wrongful termination investigation. Depending on your specific needs, you can then begin the selection process by looking for investigators with the appropriate skill sets.
The Do's and Don'ts of Melbourne Workplace Bullying Investigations
When selecting an investigator, it’s important to remember that the investigator is not a substitute for HR. Investigations are meant to gather facts and make recommendations. They do not get involved in any disciplinary processes. Investigators do not have the authority to impose disciplinary actions on employees. That’s up to management. Investigations should be conducted as discreetly as possible. This means maintaining confidentiality in all aspects of the process, including contacting employees and gathering evidence. Investigations should be conducted on a timely basis. Investigators should begin their work as soon as possible. This will allow them to collect the most relevant and useful facts. Investigations can often be sensitive and stressful situations. Therefore, it is important to be mindful of all parties involved.
We have over 16 years experience conducting complex Melbourne Bullying Investigations
