In this episode:
- Why Natalie took a two-month break
- Why investigations remain one of the most important HR risk-management tools
- The difference between investigating facts and deciding punishment
- Why conflicting stories require a structured investigation
- What's coming in the next several episodes
Key takeaway:
An investigation isn't about deciding who is right before you gather the evidence. It's about determining what happened and whether the evidence supports the allegations.
Resources
Book:
How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals
Available now on Amazon
This book provides step-by-step guidance, real-world examples, and best practices for conducting defensible workplace investigations.
Natalie’s Upcoming Virtual Workshop:
September 29-30, 2026
11:00 am – 5:00 pm ET
Live, 2-day virtual format
REGISTER HERE
This hands-on workshop is designed for HR professionals who want practical tools—not theory. We cover intake, planning, interviews, documentation, credibility assessments, and investigation findings, with real-world scenarios throughout.
If you’re responsible for handling internal investigations—or advising leaders on discipline and terminations—this is exactly the type of issue we work through in my upcoming two-day virtual investigations workshop, How to Conduct Internal Investigations: A Practical Workshop for HR Professionals, happening September 29-30, 2026, from 11:00 am to 5:00 am Eastern.
We focus on real situations and how to investigate them in a way that holds up under scrutiny.
Register now to take advantage of early bird bonuses
REGISTER NOW
Subscribe & Connect
If you found this episode helpful, be sure to subscribe, rate, and share The HR Investigations Podcast with a colleague who handles employee relations or investigations.
New episodes drop regularly with practical guidance for HR professionals navigating complex workplace issues.
