After potentially illegal or unethical wrongdoing is exposed within an organization, the most important step to take is to launch a comprehensive internal investigation. This can be a major challenge, and there are a number of key considerations to keep in mind as your team engages in this process.
To begin a sound internal investigation, you should first assemble a competent team to undertake the process. Remember that an investigation will require a great deal of time and energy, so make sure that you carefully consider each step in the process and the individuals who are best equipped to take on critical tasks. And although you may have a talented team internally, don’t forget to look to outside partners to assist in aspects of the investigation with which your team members don’t have much experience.
You should also develop a sound strategy for collecting information from your employees, typically through interviews. A list of standard, open-ended questions should be created to encourage individuals to expand on their answers, if needed. Do not limit yourself to only speaking with certain people in your organization — the more perspectives you have on a particular issue, the better.
Finally, your organization should have a solid framework for documenting all of the information you collect and receive during the investigation. There will likely be high volumes of data, so you should have a plan on how you will remain organized and analyze everything you have collected. This can help speed up the process and allow your investigative team to reach a definite conclusion more efficiently.
An internal investigation can be a challenging and time-consuming process, but it’s how your organization handles it that will determine whether or not you will emerge from it in a good position moving forward. For further guidance on these investigations, consult an experienced Dallas attorney with Whistleblower Law for Managers.
