Workplace investigations may cause disruption and even animosity in the workplace. An incident occurred and a workplace investigator must attempt to get to the heart of the problem. Once the investigation is over, there will inevitably be fallout in the workplace, which any employer would be well advised to address actively.
We examine the pitfalls facing managers after a workplace investigation, and the best methods for getting the organisation on track once again.
dealing with the fallout
It is unfortunate that in the aftermath of a workplace investigation, some tension and negative emotions will almost certainly remain. Staff might be left stressed about the findings of the investigation itself and/or the possible ramifications into the future. Yet on the plus side, a workplace investigation has the potential to generate excellent learnings – and to guide the organisation to a fresh start and positive future.
It is important that managers resist the temptation to ‘let sleeping dogs lie’ at the conclusion of the investigation. An outcome has been obtained, but how can the lessons learnt be put into practice, relationships repaired and morale improved?
learning from the investigation
Regardless of how discreet a workplace investigator might be, rumours related to the investigation can run riot both during and after the fact. Damage to workplace relationships is a distinct possibility in this environment.
For example – learning that allegations have been substantiated against a colleague can lead to dismay, disbelief or even counter-attacks against the suspected informant. Management must face the post-investigation issues and ensure that communication with staff is as comprehensive and transparent as possible.
And even after explanations are provided, a negative workplace culture can linger and should be addressed on an ongoing basis. Regular team meetings, one-on-ones and whole-group discussions should be open and encouraging. The best way to dispel a negative workplace culture is to candidly shine a light on post-investigation issues as and when they arise.
addressing policy shortcomings
It is important to ensure that issues are not simply aired: policy shortcomings must also be clearly identified and a plan of action put in place. This can have two benefits. Firstly, a plan that reflects the input of staff will foster confidence that grievances have actually been heard and considered by management. And even if not all aspects of the plan are desired by employees, there is at least some certainty about what the future holds.
communicating with staff
An important aspect of communicating post-investigation is to redefine expectations. For example, if the investigation uncovers inappropriate behaviours that have developed across time, management needs to redefine and effectively explain what the ‘new normal’ looks like in this area. Where policy shortfalls are found, it is important that management acknowledges this and explains clearly how new behavioural expectations and standards will be put in place.
Addressing staff concerns and providing support where needed is crucial in the aftermath of a workplace investigation. Don’t bury your head in bureaucracy – take action! Let staff know that you are aware of the impacts of the investigation, and that their input matters. As the dust settles, feedback processes should be ongoing, and include staff wherever appropriate. This will be an important time for rebuilding work relationships.
leading an organisation into a positive culture future
In the aftermath of a challenging workplace investigation the future can feel somewhat uncertain. The process may have been unsettling and it is possible that colleagues have been on either side of accusations and recriminations.
In order to lead the organisation into a positive-culture future, managers should be candid about the past but also hopeful about the organisation’s potential. When carried out effectively, workplace investigations can sweep out undesirable cultural elements and provide a fresh start for policies, procedures, ways of working and overall workplace relationships. Leaders need to focus on this capability, and reiterate to staff the positives for the organisation into the future.
Redefining workplace culture following an investigation can be a challenge. For strategies and advice to help your organisation re-establish strong workplace culture, contact WISE.
