Workplace Services

A dynamic alternative to formal investigations.

Workplace assessments are often anonymous and may be useful when employees indicate fear or reluctance to share their perspectives. 

When complaints are shared by a number of employees or there are productivity concerns in the workplace. This approach is inclusive and provides leaders with viewpoints unavailable to internal resources. A useful change management tool for margining groups. 

Assessments can be completed using surveys, one on one interviews, focus groups and a combination of approaches to understand the current workplace climate and develop action plans. 

Questions When Considering a Workplace Assessment

• Do employees seem reluctant to speak up or fear retaliation?
• Have you heard about conflicts with this group over the past year?
• High turnover of staff? 
• Board governance conflicts

Why Do a Workplace Assessment? 

We are experts in conducting Workplace Assessments also called Climate or Culture Reviews when there are issues getting in the way of professional conduct, conflicting relationships, health and safety or work completion. 

Assessments provide an opportunity to conduct interviews or surveys with a whole or one section of your workplace and receive candid feedback. We often recommended an assessment when safety and health concerns (such as bullying or higher than normal safety incidents) or unresolved conflicts continue to surface. 

Discovering the strengths, needs, opportunities and threats in the workplace give leaders a clear pathway to improve harmony, meet objectives, and ensure a culture that demonstrates your core values. We collaborate with leaders to develop relevant questions for the collection of meaningful information. 

New information is discovered as this process is anonymous, guided by your unique circumstances and less confrontational. Engagement surveys, town halls or face-to-face mediation provide general feedback not as focussed on needed systemic changes or conflicts in the workplace. Our unique view provides you with an expansive view of workplace dynamics.

We work very hard to maintain our reputation for trustworthiness and do not identify comments or information to individuals. 

We know when a realistic action plan is created as a result of the Assessment employees know their participation was  worthwhile. 

When action is taken, and a senior person leads the implementation plan, trust is built.

By sharing information, taking action and measuring success, employers can let their employees know they are valued.  

We excel at conducting formal investigations that guide leaders to resolve complaints.

We provide objective and experienced perspectives considering legislation, policies and workplace dynamics.

Questions to Ask

Questions to ask to determine if a Formal Investigation by an external person is advised: 

• If the complaint as presented is founded, would you discipline?
• Is a formal investigation the only way to ensure an objective hearing for all parties?
• Are you concerned an internal investigator may be influenced by previous knowledge of the culture or  status of the individuals involved?
• Is the perception of objectivity critical to the outcome of the complaint?

What We Do

Our clients are diverse.  We are sought after to provide fair and neutral investigation services in workplaces of all kinds.  We investigate complaints in small companies, large corporations, all levels of government, associations and organizations.  We are retained by legal counsel to conduct investigations on behalf of their clients.

Our rates are reasonable, so our expertise is available to a broad range of businesses and not-for-profit agencies and organizations.  Through our exceptional interviewing skills, we gather feedback and perspectives unavailable to our clients by other means.

For over 20 years we have been proud to conduct trustworthy and respectful investigations. Investigations can be damaging to relationships, reputations and the productivity of a workplace.  We do everything we can to ensure fairness to everyone and be as discrete as possible. 

We are qualified investigators who have successfully completed formal investigations, have extensive experience with all levels of government, small and large companies, and not-for-profit agencies.  We have provided practical and effective suggestions for outcomes when requested.

We offer fair processes and stay within the agreed scope of the inquiry. Our reports address the policy violations, and a thorough examination of the facts and observations. We are objective, trustworthy fact finders. We maintain confidentiality and respectful relationships with everyone involved in the complaint. We are sensitive to the impact of the investigation on the workplace and offer suggestions to reduce the disruption. We provide and collaborate with talented experts to assist with follow up supports such as mediation, workplace restoration, coaching, or training. 

Our Investigations Have Included  

• Workplace bullying, poisoned work environment and unfair treatment
• Discrimination, harassment, systemic discrimination, accommodations and pornography in the workplace 
• Interviews with highly emotional and conflicted participants  
• Senior executives as complainants and respondents 
• Media sensitive allegations
• Colleague against colleague conflicts
• Union and human resources leaders participating as co-investigators

We provide coaching and mentoring services to your internal resources to increase skills and provide objectivity to the outcome of internal investigations.

We are certified to administer the EQ-i 2.0/EQ-360 Model of Emotional Intelligence.  We coach leaders to increase their effectiveness in the workplace. 

Questions to Ask

Questions to ask if you need an investigation or conflict coach:

• Would an external review of the complaint provide additional objectivity and validation of findings?
• Would your internal investigators value additional experience and confidence?
• Will external expertise signal commitment to resolution for complainants and the workplace? 

Investigators and leaders at all levels can at times need a thinking partner to sort through the many challenges of complaints. We offer our services as an objective, experienced investigation coach and conflict coach.  We work with you to lead others through conflicts. 

Our collaboration on specific cases signals your commitment to conduct a neutral review without the shadow of historical knowledge of the organization’s people and culture. 

We provide ongoing coaching to leaders to increase confidence in their skills and efficiency in conducting investigations. We are available to assist with defining the scope of the investigation, investigation planning, communications, question development, managing obstacles and reviewing a report. 

When internal investigators have the skills but lack the experience to confidently tackle the complaint and hiring an external investigator may not be financially feasible, an investigator coach may be the best solution. 

Services Available When Coaching Investigators

• We help clarify the scope of the inquiry to consult with their client or leadership. 
• We review the timing and communication of the interviews.  
• We clarify the policies they would work with and then assist with questions and who to interview (and who not to).  
• We consult on confidentiality and privacy. 
• We provide an opening preamble for the interviews.  
• We discuss the witnesses’ approach and how to ask for information revealing few details of the complaint.  
• We guide and edit the report.
• We increase the confidence as well as the increased appearance of objectivity to the process.