When it comes to workplace investigations, ensuring fairness and impartiality is crucial. Conducting an unbiased investigation can prevent potential legal action and help maintain a harmonious work environment. Here at Third Ear Conflict Resolution, we understand the complexities involved and offer guidance on navigating these challenges.
Understanding the Investigator’s Role
The role of a workplace dispute investigator often extends beyond someone with a human resources title. The investigator might hold various responsibilities within the organization, increasing the potential for errors if those duties aren’t balanced with detached objectivity. Preconceived notions can impede the ability to remain fair and impartial. Below are three key considerations to ensure a successful investigation.
Self-Check Steps for Investigators
- Evaluate Initial Opinions. Whether you’re an experienced investigator or wearing an investigator hat temporarily, start by assessing your initial opinions. Do any names on the complaint list trigger preconceived notions? If you catch yourself labeling someone as a “PITA”—a pain in the…blank—pause to reassess. Approaching an investigation with these biases jeopardizes your objectivity. In such cases, consider delegating the responsibility to someone who can approach the task with a clear mindset.
- Avoid Pre-Formed Theories. An initial assessment can rapidly lead to forming a theory of the case. Perhaps a case suggests prior relationships as an underlying issue, or an employee seems upset about disciplinary actions. Entering an investigation with preconceived theories limits your ability to gather untainted data. Keep an open mind to let facts, rather than assumptions, shape your findings.
- Beware of Smoking Gun Syndrome. The desire for “smoking gun” evidence—conclusive proof—can skew fair investigation practices. Often, evidence is nuanced, and demanding irrefutable proof may lead to an incomplete picture. A comprehensive examination requires evaluating all available material before drawing conclusions. Rely on a broad range of evidence rather than waiting for one big reveal.
Seeking External Help
If maintaining neutrality proves challenging, or if the sensitive nature of the case demands it, hiring an outside investigator might be beneficial. An external investigator helps shield the employer from potential legal disputes related to biased investigations. Utilizing neutral parties keeps the process aligned with the goal of achieving an honest outcome.
Remember, throughout the process, it is your duty to identify misconduct so it can be addressed and prevented. Continue to “listen with your third ear for the hurts you can heal.” Uncover the underlying causes, and seek opportunities to foster resolution and healing where you can.