A Step-by-Step Guide to Conducting Successful Workplace Investigations
Allegations of discrimination, harassment, and misconduct are inevitable in the workplace.
Employee allegations of discrimination, harassment, or general misconduct are inevitable in the workplace. At the same time, being asked to conduct an employee investigation yourself can be incredibly stressful. Why? Because the stakes are high, and the ramifications can be significant. Further, most of us don’t conduct investigations often enough to feel entirely confident or comfortable with the process.
The Society for HR Management (SHRM) has defined nine steps for completing a successful workplace investigation. I’ve used these nine steps, along with my own personal experience conducting workplace investigations, to structure this complete step-by-step guide.
But, in the spirit of not putting the cart before the horse, there are a few initial details worth noting. Workplace investigation procedures are triggered by a complaint of misconduct, and, before that can feasibly happen, you will need to have a few existing things in place:
- Policies and expectations related to employee conduct — Before we can hold someone to a policy, said policy must first exist. Publishing an anti-discrimination policy…
