call us 855-636-5361

HR INVESTIGATIONS BLOG

Category Archives: Blog

  1. The Financial Cost of Sexual Harassment

    Most government agencies wouldn’t talk publicly about sexual harassment in terms of its financial costs.  There’s a good reason for that – reducing an employee’s emotional damage to a financial impact is a heartless worldview. It might even imply that the agency would allow the behavior to continue if only they could mitigate the costs. …

  2. Five Components of an Effective Performance Review

    Performance reviews can be time consuming and stressful, but they shouldn’t be useless. If a performance review has these five components, it is more likely to produce positive results.

  3. Remind Employees How to Submit Complaints to Show You Are Serious About Stopping Misconduct

    For many employees, onboarding is the last step before they can begin their job.  It’s a deluge of paperwork, federally mandated workplace notifications, and agency-wide directives.  Sometimes, training videos are also required.  Once this process is completed, new employees can finally begin their job, meet their team, and learn about the reality of the job…

  4. Avoiding Agency Data Leaks

    Poor employee education and weak processes cause government data leaks, harming employees and leading to public scandals. Learn how to reduce your exposure to data leaks with this infographic.

  5. Critical HR Capabilities: Developing Relationships with Supervisors

    For many reasons, supervisors should be one of the best resources for HR departments.  At nearly any agency, there are many more supervisors than HR professionals. Most supervisors interact with their employees on a near-daily basis and are the first line of resolution for any problems employees are having in the course of their work,…

  6. Are Your Agency’s Employees Just Showing Up for a Paycheck?

    The best way to build camaraderie among employees is to lead them to work together toward a shared purpose.  Along the way, they will share experiences, leading to a shared identity as a member of the team.  Without that shared identity, it’s hard to build camaraderie. That’s why offices with these three traits not only…

  7. Establishing a Pattern of Facts in HR Investigations

    One of the most important jobs of an investigator is to establish a pattern of facts.  Multiple witnesses reporting the same sequence of events bolsters confidence in the accuracy of the claim.  Finding the same error at multiple locations establishes an agency-wide challenge.    And multiple instances of the same bad behavior help establish intentionality in…

  8. Why a Consistent Process is Critical to an HR Investigator’s Success

    Agencies that care about their culture and creating a positive work environment provide higher-level jobs and better pay to high-performing staff only if they treat their co-workers with respect.  In contrast, agencies that don’t care about values or culture tolerate bad behavior by promoting “high-performers” regardless of how they treat their co-workers, which makes the…

  9. Managing Up: Demonstrating the Value of Taking Action

    This is the first in a series of blogs on encouraging team members, co-workers and supervisors to help your team accomplish its objectives and pushing for your findings to lead to action. Agency leaders have a mission to accomplish.  The vast majority of them have no corrupt intent – they simply want to lead an…

  10. Your Managers Should Be an Excellent Source of Tips

    If your department or agency has great managers, it can make life much easier.  A manager who understands the implications of their words, actions, and decisions can save HR from headaches, formal complaints, and lawsuits.  The best managers also understand that listening can be even more powerful than talking. Whereas a bad manager might be…