Workplace Investigations & Conflict Resolution
Workplace issues can be complicated. Knowing how to respond can be even more challenging.
Whether you need an independent investigation, help navigating workplace conflict or simply an objective perspective, let's have a conversation.
You don't have to figure it out on your own. I help organizations understand what's happening, determine the right approach and take practical steps toward resolution in a way that protects both people and organizational integrity.
Services Include:
Harassment investigations
Respectful workplace investigations
Workplace conflict assessments
Fact-finding investigations
Mediation and facilitated discussions
Workplace restoration planning
Get to the Facts. Resolve the Conflict. Move Forward.
Frequently Asked Questions
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An investigation may be appropriate when an organization receives a complaint or becomes aware of allegations involving harassment, discrimination, bullying, workplace misconduct, breaches of policy or other serious workplace concerns. An investigation can help establish the facts, understand what happened and provide a sound basis for determining appropriate next steps.
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Not necessarily. The appropriate response depends on the nature, seriousness and circumstances of the concern. Some situations may be resolved through coaching, facilitated conversations or other informal interventions. Others require a formal investigation. I can help assess the situation and determine an appropriate approach.
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An external investigator brings objectivity, independence and experience to sensitive workplace matters. Using an external resource can also help reduce the demands on internal management, minimize potential conflicts of interest and provide employees with greater confidence in the process.
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At a high level, a typical investigation includes:
Reviewing the complaint and identifying the issues to be examined.
Establishing the investigation's scope and terms of reference.
Interviewing the complainant, respondent and relevant witnesses.
Reviewing relevant documents and other evidence.
Assessing the information gathered.
Preparing a written investigation report outlining the findings.
The process is conducted objectively, respectfully and with attention to procedural fairness.
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A workplace investigation is a formal fact-finding process used to examine allegations and establish what happened. Conflict resolution focuses on addressing disagreements, improving communication and helping individuals or groups find a constructive way forward. Depending on the circumstances, an organization may need one or both approaches.
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Absolutely. You do not need to have everything figured out before reaching out. I can help you understand the nature of the concern, consider potential risks and determine whether a formal investigation, conflict resolution or another approach may be appropriate.
