SEA Insights
Tamara Keller on what happens beneath the surface of workplace issues: what an investigation can reveal, the gap between policy and practice, and whether change worked.
Workplace investigations
The investigation is over. The risk may not be.
An employment investigation has a defined purpose: understand what happened, determine what can be substantiated, and provide an organization with the information it needs to respond appropriately.
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Policy and practice
Your policy says one thing. What happens at 5:00 PM on a Tuesday?
The real test of an organization's employment practices isn't what the policy says.
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Employee relations
What if the complaint isn't the problem?
When an employee raises a complaint, organizations understandably focus on the allegation.
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Manager training
Your managers don't need to become lawyers. They need to know when to pick up the phone.
They don't need to be employment lawyers. But they do need to recognize when a situation has moved beyond ordinary management and requires additional guidance.
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Compliance
Compliance is not a training event. It's a management system.
Organizations are often very good at checking boxes.
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AI in the workplace
The AI policy isn't the hard part. It's what happens beneath the surface.
Organizations are moving quickly to adopt artificial intelligence.
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Workplace investigations
The investigation is the test. Most companies fail it quietly.
How an employer handles the investigation it cannot avoid says more about the company than almost anything else it does. Six places the process goes wrong, from twenty years of running them.
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Employee relations
Culture isn’t a values poster. It’s whether people feel heard.
Culture is decided in a small number of unglamorous moments: whether a complaint is taken seriously, and whether the same rules reach the VP as reach the new hire. Both are measurable, and both show up on the balance sheet.
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