“We choose our most experienced and effective managers to do our investigations, and yet our investigations:

…take ages

…don’t explore all the issues

…don’t probe witness evidence”

A familiar story? Here’s how one of our clients tackled recurring workplace investigation challenges with the help of 10to3 videos.

The ChallengeThe Solution (10to3 videos)How it Helps
"Our Investigations are taking ages"Deciding your remit and Planning your investigationFrom under 9 minutes of learning, your managers will get access to a ‘game changing’ technique to break down the issues to be investigated, identify the witnesses to be interviewed, and the documents to be gathered.

They will also be able to present this plan in a structure that will help you review and evaluate quickly and effectively.
"Our Investigations don't explore all the issues"Planning your investigationWith a good structure, all the issues get unearthed, and the structure makes sure nothing is missed.
"Our Investigations don't probe witness evidence - so it's one person's word against another's"Structuring your investigation interview and Killer QuestionsInvestigators don’t probe because they use a list of questions that don’t (can’t possibly!) accommodate the twists and turns of an interviewee’s answer.

These videos identify the themes to be explored and give a structure to ensure effective probing.
"Our Investigations are described by interviewees (or the TU rep) as an 'interrogation' a 'prosecution' or 'unfair and one sided'."Structuring your investigation interviews, Killer Questions and the role of a companion in a formal hearingInvestigators also don’t probe because of a fear of being accused of bullying, but, it’s not whether an investigator probes, it’s how they do it.

These videos keep the meeting calm, respectful and conversational.

How do you demonstrate an open mind? By following these techniques!
"Our Investigations give rise to a report that's full of opinions, with no evidence to back it up!"Deciding whether there's a case to answerYour investigators are committed to the success of your organisation, with a clear view of what’s right and wrong. But, when they’re investigating, they need a different set of skills to present the evidence, ‘show their workings’ – and to leave others reach conclusions.
"Our Investigations prejudge the outcome of the disciplinary!"Deciding whether there is a case to answerNatural leaders look for solutions, but that’s a different role to that of an investigator. They need to evaluate the evidence and make recommendations as to next process steps. This video shows them how.

How did 10to3 resolve these challenges?

This client designed a programme of training with 10to3 at its heart.  Managers had their interest piqued and their appetite whetted by pre-workshop activity, learning from videos planning your investigation and deciding your remit how to create the solid structure that has been described as a ‘game changer’ when it comes to making your investigations effective and efficient.

Instead of full days out of the workplace and in the classroom, managers needed to spend only half that time – and it was time well spent too, applying the learning through hands-on activities, exploring case studies, practising interviewing skills and building their network so they can support each other when they’re using their skills for real.

They used the techniques learned through structuring your investigation interviews and killer questions, and the trainer and their peers helped to give feedback as they demonstrated what they’d learned from the videos in a safe, learning environment.

When it came to the all-important report-writing, the delegates had learned how to analyse the evidence from deciding whether there is a case to answer.  This video gave them key phrases to use in their reports that demonstrated to those who read it – whether that’s the employees at the centre of the investigation, their TU rep, the disciplinary chairperson, the appeal chairperson or an employment judge – that a ‘reasonable’ investigation had been carried out.

And what’s next? How did this learning translate into the workplace?

The 10to3 videos were there for managers for a quick knowledge refresh just before they take a step into an investigation.  They were a coaching tool for the HR team, and kept the managers connected to the way investigations are done through links in toolkits and policy docs.

Sounds like it’s something that could work in your organisation? Let us know if you’d like overview of what your training plan could look like.

What you’ll receive if you subscribe to 10to3 investigations package 

  • Unlimited access to all the10to3 videos in the investigations suite
  • Sample exercises and visuals help you create engaging, thought-provoking and organisation-relevant training for your managers
  • A ‘how to’ guide to support you to facilitate these exercises
  • Key learning point documents, against which you can evaluate your managers’ learning achievements
  • Behind the scenes guidance video from our team, there for you as you plan your training roll out
  • A case coacher’s guide to help your HR team be a ‘guide on the side’.

 

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