Aftermath or Afterglow: Improving Team Dynamics and Workplace Culture After A Misconduct Investigation
The fundamental purpose of conducting a workplace investigation is to gather evidence and determine the facts about an allegation of inappropriate behaviour or misconduct at work – not to resolve conflict or cultural issues. Left unaddressed, these issues can fester and cause continued problems. After witnessing this first hand for the last ten years, Worklogic embarked on an ambitious research project to identify how to improve workplace culture and team dynamics following a workplace investigation.
Worklogic Research Overview
Conducted by Worklogic, together with researcher Sarah Carrier of Monash University, the research explores the following questions:
- What is best-practice in terms of post-investigation strategies?
- What actions are Australian employers currently undertaking after investigations?
- What are the most effective individual, team and organisational interventions to improve workplace culture and dynamics following an investigation?
Worklogic explored the latest academic research on post-investigation support and surveyed Australian employers to uncover exactly what they were doing to address challenges post-investigation and what was working (or not!) on the ground.
- Executive Summary
- Best Practice in Post-Investigation Support
- Individual interventions
- Team interventions
- Organisational interventions
- The Reality – What Interventions Do Australian Employers Use Post-Investigation?
- Discussion on Findings
- Areas for Improvement.