As an employer, what you say is just as important as what you do. Internal investigations carried out by HR, compliance and legal professionals are no exception. What you say about the investigation—to employees, your board, media and the other involved parties—is as critical as the steps you take to investigate the incident or accusation.
Even for the most tested teams, developing and disseminating thoughtful, transparent communications amid an investigation can be challenging. Determining what to say—if anything—about an investigation involves many fast-moving variables. Mistakes can easily cause unnecessary reputational harm and litigation risk for the organization and individuals at its helm.
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