5 Best Practices for Conducting HR Workplace Investigations

workplace investigation training

Has a staff member recently complained about a problematic coworker? Is the culture of your workplace beginning to dwindle from the hostility? In these situations, the next logical step is to open an investigation to get to the bottom of the issue and resolve it.

At Pivot HR, our experienced consultants can provide you and your managers with HR investigation training to ensure that the issue is given proper attention and legal consideration. There are a few key practices to follow when beginning the investigation process, conducting interviews, and training your staff on proper procedures. Read below for best practices in conducting HR investigations and how you can benefit from Pivot’s training!

Don’t Wait Too Long

When a complaint against another employee has been raised, the issue should be addressed immediately. If a serious problem isn’t dealt with right away, this can reflect poorly on your company, especially if more allegations come up further down the line. Not only can this negatively affect your company culture, but can also cause problems in hiring and staff retention.

Focus on the Main Objective

The point of conducting workplace investigations is to determine whether company policies and protocols have been violated. As you prepare for each employee interview, remember that the goal should be to uncover key information and evidence. Try to prevent your interviews from veering off the main point, and stick to the facts – not personal opinions or biases.

Document Everything

The details from your investigation may be requested at any time, so make sure you have details. Document each aspect of the process, including the allegations made, each step taken, the names and roles of the staff members involved, interview summaries, evidentiary summaries, findings, and your conclusions.

Having comprehensive documentation of your investigation will protect your company and everyone involved if the matter is raised later on.

Maintain Neutrality

To ensure your employees are treated fairly, it’s vital to maintain neutrality throughout your investigation. Your conduct should not indicate preference on either party’s side. This is best accomplished by including an impartial third-party advisor, such as an external HR consultant, to prevent unconscious bias from creeping in.

Prioritize HR Investigation Training

Before a complaint has even been raised, familiarizing yourself and your principal staff with the HR investigation process will help you be prepared when the time comes. Outsourcing your HR initiatives to our team at Pivot HR will ensure you get the best help from experts.

We offer a full training program covering an investigation’s ins and outs, from the Principles of a Sound Investigation to Disciplinary Meetings. Our learning outcomes include:

  • The purpose of investigations
  • How to prepare
  • Who should be involved
  • Common mistakes to avoid
  • How to conclude the investigation
  • Best practices

Rather than relying on yourself to handle workplace disputes, our team at Pivot HR can help you gain the skills and knowledge required to conduct a fair and legal investigation!

Conduct Investigation Interviews Confidently with Pivot HR

Sign up for our Workplace Investigations Training program at Pivot HR and conduct investigations with confidence! We offer in-person, half day or full-day training for up to 25 people. Contact us today to learn more about the program.

What Our Clients say about us

“Robin and Mia were both exceptionally professional and responsive and understood our needs. Their work was of great quality. We are a small non-profit organization and we found them very easy and wonderful to work with. Great value and highly recommend.”

~ Joy Masuhara , Co-Chair Women Transforming Cities International Society

“Cindy is a remarkable professional coach, who goes well beyond expectations in supporting her clients’ development. She knows how to ask the right questions and uncover the real and deep issues that contribute to the limitations we put on ourselves. This type of personal exploration is tough work to do alone and remain committed to necessary change. Cindy’s approach and support made this process one of the most impactful experiences of my life, professionally and personally.”

~ Monique Cotton, Firm Administrator, JFK Law Corporation

“As a medium size business with over 100 employees working in very different areas of our operation, Pivot was able to quickly understand our HR needs and offer practical solutions. Robin and the Pivot team worked closely with our Leadership group to implement effective turnkey solutions on time and on budget. We will continue to use Pivot for our ongoing HR needs and would highly recommend their services.”

~ Adam Zubek, General Manager, Point Grey Golf & Country Club

Pivot HR Services provides personalized solutions for our organization’s human resources needs. By engaging their services, we have been able to successfully outsource our HR function, as the Pivot team has demonstrated their ability to understand the HR priorities of our workplace culture and industry.

~ Areef Abraham, Chief Executive Officer Community Power

“Robin developed our employee policy manual with the goal of engaging and retaining our current staff as well as attracting new ones in this highly competitive marketplace. Her in depth knowledge of current legislation and HR policies proved to be of significant benefit. I would highly recommend Robin and the team at Pivot HR Services.”

~ Christopher Soles, President, Nextgen Technologies Ltd.

“Robin has been and continues to be an outstanding resource for our organization to navigate HR issues as we grow. She always approaches problems with professionalism and a keen eye for our best interest. I’d certainly recommend Robin to anyone looking to elevate their HR processes.”

~ Karim Abraham, CEO, Kambo Energy Solutions

“Our firm turned to Robin for advice and guidance at a time when we faced a period of serious difficulty in managing our human resources. She assisted us through the process of putting our relationship with our staff on a stronger, more stable footing and helped us implement a complete overhaul of our human resources policies. We could not be more pleased with the work she has done and continues to do with us.”

~ Robert Janes, QC, Managing Principal JFK Law Corporation

Read more testimonials