Close your eyes and hope for the best!

It surprises me when some employers pay lip-service to the investigation stage when dealing with disciplinary issues.

It seems they’re so keen to get to the end of the process that they forget to find out

whether there’s really a problem, and

the size of any problem that might exist

I’m sure there’s some misconduct in there somewhere!

There are lots of reasons for carrying out an investigation process. Not only is it a legal requirement,  it also helps

·        clarify the key facts,

·        prevent issues escalating to a formal hearing unless there’s reasonable evidence to support them,

·        reassure employees that a fair and thorough process is being followed

·        maintain good working relationships after the process is concluded,

·        provide a good foundation upon which to defend any potential future claims

Years ago the Guardian ran an award-winning ad campaign called ‘the whole picture’. These showed the importance of seeing things from more than one angle and taking time to understand a situation before forming snap judgements. 

More recently, a TV advert showed a couple having a romantic dinner, moving in together then breaking up - all played out in the space of a few seconds at the same dinner table.

Both the Guardian campaign and the TV advert demonstrate the point beautifully –  if you take some time to investigate and reflect you’ll reach the right conclusion and avoid a lot of pain in the process.