How HR Investigations Can Align and Influence a Company's Culture

Bridget Hawkins, Director of HR Compliance and Employee Relations at Hood Container

Bridget Hawkins is the Director of HR Compliance and Employee Relations at Hood Container Corporation, a family-owned company specializing in containerboard, kraft paper, and packaging solutions. With extensive experience in managing transformative initiatives, Bridget serves as a trusted advisor to C-level executives and local management on key areas such as diversity and inclusion, employee relations, risk mitigation, organizational culture, and leadership development. She plays a pivotal role in developing compliance programs aligned with the company's growth, ensuring that leadership is equipped to navigate the diverse workforce of today and tomorrow.

Through this article, Hawkings highlights that HR investigations are vital for reinforcing a company’s values, principles, and culture, shaping its ethical standards and work environment.

Human resources (HR) investigations play a pivotal role in upholding and reinforcing a company’s values, principles, and culture. These investigations are not merely procedural exercises to address misconduct or resolve disputes. Instead, they serve as critical touchpoints that reflect and shape the organization’s ethical standards, work environment, and commitment to its stated principles.

Upholding Organizational Values

When conducted effectively, HR investigations demonstrate a company’s commitment to its core values, such as integrity, and respect. For example, if an organization prioritizes respect, its investigations must consider that throughout the process, including the outcome.  Addressing workplace concerns transparently and ethically reinforces the idea that the company truly embodies the values it espouses. Conversely, poorly handled investigations can erode employee trust, creating skepticism about the organization’s adherence to its stated values.

Reinforcing Ethical Principles

A company’s principles, such as adherence to legal and ethical standards, are tested during HR investigations. Investigators must carefully navigate complex scenarios while maintaining objectivity regarding the persons involved, ensuring compliance with employment laws and alignment with company policy. This requires a neutral point of view, appropriate documentation, adherence to due process, and fair treatment of all involved parties, including the accused.

By upholding these standards throughout the investigation, organizations send a powerful message that ethical conduct is non-negotiable, even in challenging situations. This means that even when the accused person is a member of the C-Suite or someone who is respected and with a lot of tenure, the same standards are applied. This alignment fosters credibility and sets a strong precedent for future conduct, especially regarding leader accountability.  I’ve seen companies face difficult decisions to part ways with high financial value contributors to uphold their policies and values. While those decisions were not fun, they set a tone for what is not tolerated and were more effective long term.

“Addressing workplace concerns transparently and ethically reinforces the idea that the company truly embodies the values it espouses. Conversely, poorly handled investigations can erode employee trust, creating skepticism about the organization’s adherence to its stated values.”

Shaping Workplace Culture

The way HR investigations are conducted can significantly influence workplace culture. A culture of accountability is cultivated when employees see that concerns are consistently taken seriously and addressed promptly. Employees are more likely to trust management and feel safe reporting issues if investigations are handled professionally and without bias. Conversely, a lack of follow-through or perceived favoritism during investigations can foster a toxic culture characterized by fear, mistrust, and disengagement.

Additionally, the outcomes of HR investigations can directly impact the behavior of employees. For example, when an organization takes decisive action against harassment or discrimination, it signals a zero-tolerance stance, encouraging employees to model respectful and anti-discriminatory behaviors. These actions reinforce a positive and cohesive work environment that aligns with the company’s cultural aspirations.

Building Employee Trust

Trust is a cornerstone of any successful organization. HR investigations can either build or erode this trust depending on how they are handled. Transparency, fairness, and consistency in the investigative process are essential to maintaining credibility with employees. When workers trust that their concerns will be heard and addressed fairly, they are more likely to engage fully in their roles and contribute to a healthy organizational culture.

Addressing Misalignments

HR investigations serve as opportunities to identify and address misalignments between stated values and actual practices. For instance, repeated complaints about a particular issue may highlight systemic problems that need to be addressed through policy changes, training programs, or leadership interventions. Proactively addressing these gaps not only resolves immediate issues but also strengthens the organization’s long-term cultural alignment.  A critical step is getting the word out to your organization so that employees understand the gaps the company has identified and the adverse action taken associated with that behavior. As a company, one of the most respectful communications you can deliver is letting your employees know the thresholds they should not cross and the potential adverse outcomes.

In conclusion, HR investigations are more than reactive measures; they are proactive tools for reinforcing and realigning a company’s values, principles, and culture. By handling investigations with integrity, professionalism, and fairness, organizations can create a workplace environment that truly reflects their ideals and fosters trust, accountability, and engagement among employees.

Financial

Legal