Before taking positive or negative action, supervisors and managers should investigate the circumstances to be addressed. This article will provide information about conducting workplace investigations. The depth of investigation will depend on the circumstances.
Positive performance is easier to investigate and generally requires the least examination.
However, complaints regarding alleged offensive conduct based on sex, race, age, religion, disability, ancestry, natural origin or sexual orientation should be investigated thoroughly and objectively. Solid employee actions are based on fact, not conjecture, assumption or hearsay. Always investigate incidents when you become aware. A timely response to positive performance promotes a good working environment. Timely action in negative situations can prevent or reduce the liability of the manager or supervisor.