Sometimes we can speed up culture change in an organisation, not through skilled consultancy, learning and development, but by taking proper advantage of an investigation into a complaint about someone’s behaviour.
Of course investigations into grievances and complaints are conducted impartially and confidentially. Employees are asked not to discuss the case until it is concluded. However, when the investigation is concluded some of the action may be visible and can send a clear message to the whole organisation – one way or another.
If the investigator is not thorough, or is not tight in the way evidence is handled, or the report is equivocal or unsafe for any reason, then management will be more cautious in the action it takes.