Conflict Audits and Investigations

 

Identify the Conflict

After managers become aware of workplace conflict, either through direct observation or employee complaints, they must accurately define the specific nature and extent of the conflict in question.

Marli provides assistance with this process of detection by offering direct or indirect assistance in the following manner:

1.    Workplace Investigations:  if a complaint comes forward regarding a specific employee, it is important for management to conduct an objective and comprehensive investigation into the complaint as soon as possible.  A common criticism of management is that such investigations were conducted in a manner that was unfair to one or more parties.  For this reason, it is essential that investigations be done by individuals who are trained in the principles of fairness  associated with workplace investigations. 

Marli conducts human rights, harassment and disciplinary investigations for numerous private and public sector workplaces.  In addition, Marli coaches managers who are conducting workplace investigations to ensure they are following due process.  Finally, Marli offers training to new managers on how to conduct proper and legally defensible workplace investigations.

2.    Conflict Audits: in cases where no specific complaint has been made but management becomes aware, through increased turn-over, low morale or otherwise, that a "problem" exists, Marli is conducts a conflict audit to help determine the nature and extent of the underlying issues.

In a conflict audit, Marli conducts confidential one-on-one interviews with employees and then presents a report card to the department setting out "themes of concern". These are based upon feedback from the employees and a review of any relevant workplace documentation. 

Marli then uses her workplace conflict expertise to design and recommend avenues of resolution for the issues identified through the conflict audit.