Repair working relationships and affirm your expectations

When a complaint of workplace misconduct is made, pre-existing risks and damage start to emerge.  Most employers act swiftly to address the reported misconduct directly, but do not implement post-investigation support strategies to repair fractured working relationships and help the team move forward productively and positively.

After the complaint, investigation and (sometimes) disciplinary action, it’s common to see:

  • Confidentiality considerations stopping the employer from telling the team members what has been done as a result of the misconduct, causing confusion, frustration and damaged morale
  • One employee has resigned, been terminated or been moved to a different role
  • The complainant and and the person who was accused of misconduct are still expected to work together
  • Divided loyalties have emerged – some employees support the complainant and others support the respondent
  • Employees resent a manager or the employer for what they perceive to be a breakdown in values and behaviour
  • New inappropriate behaviour starts, such as gossiping or undermining the manager.

Post-Investigation Support

The reporting of a complaint and subsequent investigation are the first essential steps to address bad behaviour in the team. You must then work with your employees to help them to:

  • understand what has happened (while preserving confidentiality and privacy of the participants)
  • understand their own reactions to the conflict or complaint
  • remember the employer’s expectations of them as professionals
  • affirm the values that guide their work
  • sometimes, to work together to define the new ‘ground rules’ of how they will treat each other in future.

Our Approach

Worklogic can tailor activities and interventions which enable your team to work through what has occurred, and move forward. These are varied and specific to the situation, but they are always positive and future-focused.

We have created and delivered activities such as:

  • A facilitated discussion with the team, to understand and reflect on what has occurred
  • One-on-one meetings with employees to allow them to ask questions about the investigation process, and to hear some of the outcomes
  • Undertaking a smartphone-enabled team-building program based on mindfulness and building resilience
  • Coaching for a manager who had struggled to manage consistently throughout the process
  • Designing a series of creative and fun team-building activities for a team – including a nature walk, cooking course and yoga sessions

Worklogic’s consultants have extensive experience working with dysfunctional, conflicted and distressed teams. Our approach is sensitive and caring, while maintaining the employer’s standards and expectations.

We will work collaboratively with you to design and deliver interventions, so that everyone can regain their productivity and enjoyment of work.

Free 1 Hour Consultation

Book an obligation-free, one hour consultation to discuss your issues and how we can help you repair working relationships post-investigation.

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Book Reviews

“Action-focused, energising, brave and wise. With Rose Bryant-Smith and Grevis Beard as your guides, you really can Fix Your Team. Their unique combination of legal understanding, conflict management expertise and emotional intelligence delivers a great handbook.”

Marshall Goldsmith

Thinkers50 #1 Leadership Thinker and #1 Executive Coach, New York Times and Wall Street Journal bestselling author

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