- How do you determine which employees you need to speak with?
The first step will be a briefing with a sponsor from the organisation, this may be the HR manager or someone else appointed to represent the organisation. In partnership with the sponsor we will formulate a list of important parties who need to be interviewed as part of the investigation. This will include the employees directly involved in the dispute as well as others working with them.
- How long will the process take?
This depends on how many people need to be interviewed, their schedules and availability and the complexity of the issues. Generally the process of coordinating and conducting interviews and writing the report takes two to three weeks.
- What does the process involve?
The first step is the briefing with the sponsor or contact person from the company to get an overview of the issues and the company culture, hierarchy, and existing HR and conflict resolution policies and procedures. We identify who is to be interviewed, coordinate and conduct interviews and then formulate the report findings and recommendations.
- How do we make sure the people interviewed don’t tell the whole company about the investigation?
Each interviewee is briefed about why the investigation is taking place and asked that as part of their agreement to participate that they maintain confidentiality on both their involvement in the investigation and the details they share. This is not something they are legally bound to unless you wish to consult a lawyer and request a formal confidentiality document be drawn up.
- Once the investigation is complete will you advise us about what to do next?
We will provide findings as well as insight and recommendations the form of a report. These recommendations will be in regards to why the issue has arisen and reached the point where an investigation became necessary as well as ideas about how to improve any policies or practices, which may have added to the issue or dispute.