When organisations face a workplace investigation, it’s natural to turn to their internal HR team for support and knowledge of internal policies and procedures.
So, if you already have HR, why would you need external support? It’s a question we’re often asked, however, having HR doesn’t always mean you have the capacity, objectivity or resources needed to manage every investigation effectively.
Investigations are about fact-finding and not decisions
One of the biggest misconceptions about workplace investigations is that the investigation itself determines the outcome. However, an investigation is a fact-finding exercise designed to establish what happened based on the information available.
The investigator’s role is to gather evidence, conduct interviews, review documentation and produce an objective report. That report then helps decisionmakers reach a fair, informed conclusion.
The quality of an investigation can have a significant impact on the confidence employees and managers have in the overall process, which is why getting it right matters.
There’s an internal challenge of remaining objective
Internal HR professionals often build strong relationships across a business. While this can be a huge advantage in many situations, it can also present challenges during complex cases.
For instance, perhaps the people involved are well known to the HR team, perhaps senior leaders are part of the process, or perhaps HR has already been involved in earlier conversations surrounding the issue.
In these situations, an independent perspective can be invaluable. An external HR consultant brings fresh eyes to the situation, allowing concerns to be explored fairly while helping all involved to feel confident in the process.
Having an experienced HR Manager doesn’t automatically mean they have the time to dedicate to an investigation.
Investigations require planning, interviews, evidence gathering, report writing, ongoing communication and careful administration. For many HR teams, this would sit alongside their existing responsibilities such as recruitment, employee relations, wellbeing initiatives, policy updates and day-to-day people support.
Bringing in external support can provide additional capacity, ensuring the investigation receives the time and attention it deserves without impacting business-as-usual activities.
Following the Right Process
Throughout my career, I’ve seen organisations make similar mistakes when conducting investigations.
Some of the most common include poor note-taking, giving an opinion not fact, failing to keep individuals updated, to name a few. Compared to an experienced external consultant who can help ensure the investigation follows a clear, fair and consistent process from start to finish.
The Value of a Team Approach
Investigations often benefit from the collective knowledge and experience of the wider HR team. We regularly discuss approaches, challenge assumptions and draw on different perspectives to help our clients achieve the best possible outcomes.
That collaborative approach provides additional reassurance for clients navigating sensitive and often complex workplace situations.
Recently, we supported a newly acquired client that already had an internal HR Manager in place. Several grievances had been raised relating to management practices, and the organisation wanted to ensure the concerns were reviewed independently and objectively.
Our role was not to replace their HR function, but to complement it. We met with those involved, carried out a thorough fact-finding exercise and produced a detailed investigation report, along with recommendations for next steps.
The recommendations were accepted and implemented by the organisation, helping to strengthen processes and move matters forward positively.
This is a great example of how internal HR and external HR support can work hand in hand.
Final Thoughts
Having an internal HR function is a huge asset to any organisation. However, there are times when bringing in external support can strengthen the investigation process, provide additional expertise and help ensure objectivity throughout.
If your organisation is facing a complex or sensitive employee relations matter, our HR team is here to help. Click here to get in touch with our team.
