Building Trust and Respect After an Investigation
This is a one-day course that covers the crucial time-period after an investigation takes place. Even the most structured investigation can leave employees feeling distanced, confused and even hurt or resentful toward one another or their employer. And let’s remember, there may have been deep toxic challenges before the investigation which also contribute as well.
While the purpose of an investigation is to uncover the facts and gain accurate information about a situation in order to solve a problem, doing so may cause additional problems with employees for a variety of reasons.
Imagine the following scenarios:
- How does a Respondent feel if they are being investigated and they are technically innocent – yet perhaps the long investigative process has them feeling guilty?
- What about the Respondent who has been told to stay absent from work due to an investigation and co-workers automatically label them guilty due to their absence? Furthermore, if the Respondent is innocent, and returns to work, what about the co-workers who still choose to believe the Respondent is at fault?
- What about a Respondent who is found guilty? What if they show remorse and make amends yet their boss or co-workers do not attempt to forgive them?
- How does a Complainant feel finally having the courage to come forward only to realize the support and amends they were looking for is non-existent?
- What about an employee who was interviewed who feels there was bias in the investigation and somehow feels betrayed?
- What about the tense environment in the air while the investigative process is taking place ~ employees wondering about information they technically do not have the right to know, yet not knowing somehow causes a feeling of distrust with the department, employer, boss or co-workers?
- What about false information that may circulate between co-workers in an attempt to understand “what’s going on” ~ this false information can quickly derail morale and leave people feeling a lack of support and trust.
- How about a manager or supervisor who ignores the effects of a workplace investigation or incident and refuses to communicate and reach out to rebuild the morale?
Workplace Restoration: is a complete extensive process whereby employees are reintegrated and renewed into a normal respectful and trust-based workflow after an investigation, incident, bullying or harassment issue or prolonged conflict.
The purpose of Workplace Restoration includes but is not limited to the following:
- To re-establish (or to establish) respectful communication and effective working relationships between co-workers and leadership
- To re-create and affirm trust after an incident or investigation
- To set the framework for accountability and prevention of additional incidents
What you will learn:
- How to recognize behaviours and situations that create a toxic work environment
- Setting up your restorative workplace process so people participate willingly
- Scenarios during and after an investigation that may contribute to lower morale and loss of trust
- What’s included and how to conduct a cultural audit to determine your department or organization’s trust and respect baseline assessment after an investigation, incident or prolonged conflict situation
- How to report your findings for buy-in while keeping information confidential
- How to restore or establish trust between employees, co-workers and management after an incident, investigation or prolonged unresolved conflict
- How to handle employee behaviour in all types of scenarios after an investigation concludes – whether it be victimhood, toxic/disrespectful attitudes, or a lack of acknowledgement
- Utilizing specific assessment tools in order to have people become accountable to a respectful workplace
- What’s important in mediation between employees
- How to measure your progress and how to narrow the gaps to create a system of prevention moving forward