The Emotional Impact of Workplace Investigations

Workplace investigations into ethics and compliance issues are crucial for maintaining integrity, but they can also bring significant emotional challenges for those involved

CREDIT: This is an edited version of an article that originally appeared on Corporate Compliance Insights

The decisions made during ethics and compliance investigations can go beyond just uncovering facts about the issue at hand. When handled properly, an investigation can show that a workplace is healthy, a place where conflicts are addressed constructively and working conditions are improved in a fair and considerate manner.

However, if not managed well, these investigations can affect the mental health and well-being of everyone involved.Participating in a workplace investigation, even if employees are not the ones reporting the issue or the subject of the inquiry, can still be a significant source of stress and anxiety. Workplace investigations often deal with serious matters such as harassment, discrimination, bullying, theft, fraud, or other conflicts, all of which can create a tense and uncomfortable atmosphere for everyone involved. Even if employees are simply witnesses or providing information, the pressure of being part of such an investigation can take a toll.

The Impact of Investigations

Uncertainty about the outcome, concerns about how their involvement may affect relationships with colleagues, or the fear of retaliation can all contribute to increased stress levels. Additionally, the emotional impact of being involved in an investigation into sensitive or upsetting issues can affect employees’ productivity and overall sense of security. Therefore, addressing these concerns proactively can help ease the stress of the situation.

One way to support participants is by involving a third party in the investigation process. This ensures that the investigators are not part of the same workforce that interviewees interact with daily, reducing the feeling of ongoing tension after the investigation ends.

It’s also crucial to acknowledge that the process can feel unfamiliar and uncomfortable. At the start of the investigation, investigators should openly recognise the potential emotions that participants may experience, such as discomfort or unease, and validate that the process is an unwelcome addition to their day.

Signposting Employees

In addition, reminding participants about available employee assistance programmes can provide much-needed support. If applicable, employees should be encouraged to seek help from these resources to address any emotional strain during the investigation.

Transparency is key to maintaining trust throughout the investigation. While confidentiality cannot always be guaranteed, it’s important to reassure participants that care will be taken with the information shared. Participants should be informed about how their data and identities will be handled, with the understanding that information will only be used when necessary. A transparent approach promotes a more open and collaborative environment, encouraging participants to share the facts without fear.

In conclusion, workplace investigations, while necessary, can have significant emotional and psychological impacts on those involved. By proactively addressing concerns, ensuring transparency and providing support, organisations can help ease the stress and anxiety that may arise during the process. A well-managed investigation not only uncovers the truth but also fosters a supportive environment where employees feel respected, safe, and valued.