How to conduct effective workplace investigations

All too often, I meet managers who have been expected to conduct an investigation without any proper training or detailed guidance.  While I am a great believer of ‘learning by experience’, workplace investigations require careful and sensitive handling. However, failing to carry out a fair and effective investigation can be costly – time, money and potential legal challenge and also in terms of loss of confidence and damage to working relationships.

Having clear policies and procedures for managers to follow is a good place to start. However, managers need to understand how to plan, manage and conclude investigations in a way that will engender trust and confidence as well as stand up to any scrutiny. I want to share the knowledge and experience I have gained over the past 20 years – in conducting numerous investigations into discipline, grievances and complaints of bullying and harassment, hearing appeals as an ACAS arbitrator and sitting as a member of Employment Tribunals. So, I have designed a workshop that will take a step by step approach to setting up and managing an investigation. This will include how to deal with those ‘tricky’ moments as well as how best to present the findings from the investigation in a report.

The first workshop is running in March in Norwich.  Find out more here: Practical Investigation Skills – Norwich  Do get in touch if you would like to talk to me about this workshop or other types of support that I can provide.

Some comments from previous workshops:

“The practical use of case studies and examples, supported by constructive feedback built confidence.  Carol made the investigation process easy to digest through her excellent facilitation skills and detailed understanding of the subject matter.”

This was a very intensive and thought-provoking course; stimulating and challenging.  The trainer brought a difficult subject to life, bringing in her own experience with live examples which made it very interesting.