The 5 Biggest Mistakes Companies Make During Workplace Investigations

Workplace investigations aren’t glamorous, but they’re one of the most critical functions of leadership and HR. When an employee complaint lands on your desk, how you respond determines more than just the outcome of that case — it sends a message about fairness, accountability, and trust across your organization.

Unfortunately, many companies make the same avoidable mistakes. And those mistakes can cost thousands in legal fees, tank employee morale, or even land your company in court.

Here are the top five mistakes to avoid.

Mistake 1: Delaying the Investigation

Leaders sometimes drag their feet, hoping issues will resolve themselves. They rarely do. The longer you wait, the more credibility you lose, and the harder it becomes to gather reliable information. Employees notice when leadership stalls, and it erodes trust fast.

Fix: Start as soon as possible. Even if you’re still assessing scope, signal to employees that you’re addressing the concern.

Mistake 2: Lacking Objectivity

When an internal manager or HR leader investigates their own team, objectivity is compromised. Bias (real or perceived) can invalidate the entire process. Employees won’t trust findings if they believe the deck was stacked.

Fix: Use neutral investigators — internal but independent, or external professionals who bring credibility and fairness.

Mistake 3: Poor Documentation

An investigation without records is like a courtroom without transcripts. Too often, leaders rely on memory or scribbled notes. Without documentation, findings crumble under scrutiny, and leaders are left vulnerable.

Fix: Document every step. Interviews, evidence, timelines, findings — all should be written clearly and stored securely.

Mistake 4: Failing to Communicate

Silence is a leadership killer. Employees who file complaints and never hear back often assume nothing happened. This fuels gossip, disengagement, and further complaints.

Fix: Communicate at every stage. Even if you can’t share details, update employees that progress is being made and reinforce confidentiality.

Mistake 5: Skipping the Follow-Up

Many investigations end with a report that sits in a drawer. But real leadership means following through — checking in with employees, addressing root causes, and reinforcing standards.

Fix: Treat closure as part of the process. Follow up to ensure the resolution sticks and morale is restored.

The Bottom Line

Workplace investigations are high stakes. Done right, they protect your company, your people, and your reputation. Done wrong, they create ripple effects of distrust, legal risk, and turnover.

Avoid these five mistakes, and your organization will be equipped to handle even the toughest complaints with fairness, speed, and integrity.