Categorize issues according to severity, so you can respond to every issue consistently and appropriately.
When employee behavior falls within expected company norms, you've got the green light — no action outside the normal scope of HR activity is required.
Issues that deviate from the norm, such as tardiness, performance, or "lack of respect," need to be documented thoroughly and monitored closely — they could signal a more serious trend.
When a serious allegation of misconduct or unacceptable behavior such as harassment, retaliation, or discrimination arises, a thorough investigation is needed to protect the employees, the organization, and your brand.
Discover how to determine whether a situation requires an investigation. We’ve developed this simple flowchart to help you evaluate and manage issues the right way.
Get the InfographicWhen an investigation is necessary, our proven three-step methodology guides you every step of the way.
Create a dynamic blueprint by organizing key information, including involved parties, issues, interim actions, and investigation team members. Identify unknown factors and prepare for interviews.
Gather facts and review documents using best-practice interview templates and evidentiary analysis. Use proven fact-finding protocols and techniques to ensure a compliant process.
Document findings and determine appropriate remediation. Review with and obtain final approval from organization stakeholders. Track communications and schedule follow-up.
Take a deep dive into the latest employee relations insights. Our most recent annual study includes findings from over 125 companies, representing 4.5 million global employees and offers insights on employee relations trends, as well as the most current data on organizational models, staffing resources, employee relations case management, issue volumes, use of analytics and more. See how your organization stacks up and learn more about employee relations best practices. Download the full report today!
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