Vista’s Head of Learning, Vicky Roberts joined the HR Uprising team to discuss how to run an investigation. Before diving straight into talking to people (tempting, we know!), we always advise our clients to do some planning first, and in this session Vicky talks through our useful 3-part technique for doing just that.
Remember, planning is so important because a) these are big decisions, and b) a fair and thorough investigation will stand up to tribunal scrutiny.
This investigation technique will give your managers a list of points to look into, and therefore a crystal-clear remit and a plan for a balanced investigation.
Over to Vicky and Lucinda.
How can you help your managers with this technique?
Good news! We have a matrix for that.
This matrix maps out the entire technique for your managers, breaking down each allegation, the witnesses and what documents they need to look into. Sounds simple, and it is, but it works in a way which will separate each allegation into their constituent parts: all the information is in one place and is comparable, so it is a really handy tool. We delve deeper into how to use this for planning an investigation in our training and with our digital learning tools from 10to3.
…and that’s how to run an investigation! After using the technique, our clients have noted an significant improvement in the work that their management teams do …and 100% of managers reported an increase in confidence!
Disclaimer: The information and advice provided in this blog are correct at the time of publishing. Employment law is subject to change, and while we strive to keep our content current and accurate, we recommend consulting with one of our legal professionals or checking the latest regulations via official sources for the most up-to-date information. Vista Employer Services is not responsible for any actions taken based on the information provided in this blog.