Zaneta Seidel, AWI-CH, is a founding partner at Oppenheimer Investigations Group, an investigations law firm that specializes in impartial workplace and school investigations as well as climate assessments, trainings, coaching, expert testimony, and conflict resolution services. She can be contacted at zaneta@oiglaw.com.

California’s Fair Employment and Housing Act requires employers, including local agencies, to conduct timely, thorough, and fair investigations into allegations of discrimination, harassment, retaliation, and other misconduct. However, meeting this legal obligation is only the first step. For thoughtful employers, the end of an investigation is the first step to addressing lingering tensions and restoring a positive work culture.

Even an investigation conducted with utmost care can leave employees feeling unsettled — especially if people perceive or remember core issues differently or are dissatisfied with the outcome. Often, the parties must continue working together while navigating a now fraught relationship. Employees who participated as witnesses or heard rumblings about the investigation may also be affected.

If left unaddressed, these tensions can lead to low morale, distrust in management, increased turnover, and, for public entities, diminished service and eroded public trust. Fortunately, there are some well-trodden, practical post-investigation strategies that employers can take to create dialogue, rebuild trust, and prevent future incidents.

Post-investigation strategies to help improve work culture

External investigators typically do not advise employers on what to do with findings because the investigator does not know how the organization has interpreted and applied disciplinary policies in the past. However, investigators can offer key insights into workplace issues, such as the root causes of conflict and employee concerns. The investigator can tell the organization whether someone who engaged in wrongdoing seems remorseful or not.

These actions can help employers determine what discipline might be warranted. An investigator can also share how the wrongdoer’s conduct impacted other employees. Armed with this information, the organization can take steps to mitigate fallout among the staff and improve the work culture. With these insights in mind, organizations can consider several actionable steps to facilitate healing and promote a healthier work environment following an investigation.

Encourage open and effective communication among affected employees to repair workplace relationships and ease tensions.

Organizations might wish to retain a trained professional to provide mediation or coaching to affected employees to help them process what happened and work together moving forward. Employees should be encouraged to identify additional support that the organization can provide to improve their working relationships and should be invited to report future concerns to a trusted manager. A trusted advisor within the organization should check in with these employees to see if the issues between them have improved. These steps show the organization’s continued support and care for everyone’s well-being.

The organization might also take steps to acknowledge the impact the investigation may have had on other employees. A full investigation report is typically confidential, as employers must keep personnel matters confidential and protect people from retaliation. However, in certain circumstances, management can hold group meetings with impacted team members to acknowledge the disruption, hear their concerns, and discuss general actions being taken to address the conflict. By sharing that an impartial investigation occurred, and steps are underway to ensure a respectful workplace (without revealing confidential details), management can prevent rumors, reassure staff that the system works, and show commitment to a positive work culture for everyone.

Having a trained consultant conduct a pulse check or climate survey can also help employers gather information about employees’ concerns and implement effective changes to address them. That consultant can serve as a formal, independent confidant for staff who provides an objective view of employee concerns and tailored recommendations to address them.

Rebuild trust with staff by modeling accountability and staying present.

Employees pay attention to how leaders respond to misconduct. When management follows through on appropriate corrective actions, models respectful behavior, and holds all employees to the same standards — regardless of seniority — staff are more likely to trust leadership.

Too often, leaders retreat after an investigation, fearing that they will say the wrong thing. Yet, by showing up in staff meetings, check-ins, and one-on-one conversations, leaders show they are approachable and empathetic. When employees feel heard and supported, they are more likely to trust leadership and stay engaged in the work culture.

Review and strengthen internal policies, provide training, and institutionalize lessons learned from the investigation to prevent misconduct and retaliation in the future. 

Employers should assess whether their anti-harassment, anti-retaliation, and code of conduct policies are clear, accessible, and consistently enforced, and update their policies accordingly. Do employees understand how to report concerns? Are managers trained on how to respond appropriately? Are reporting channels trusted?

If an investigation revealed patterns — such as communication breakdowns, microaggressions, or poor managerial judgment — providing tailored training to the staff can address these gaps. Refresher training for managers on how to receive complaints and avoid retaliation is also important.

Employers may also consider documenting and sharing anonymized lessons learned from the investigation. This can normalize learning from mistakes and help the organization grow stronger and more self-aware.

Turn conflict into growth

The aftermath of a workplace investigation can be one of the most challenging yet transformative periods for an organization. While a well-executed investigation may resolve specific allegations, thoughtful post-investigation action can restore the organization’s health. By supporting people after the investigation, tackling ongoing concerns, and embedding lessons into policy and practice, employers can mitigate risk, demonstrate genuine care for their people, and turn conflict into an opportunity to build a healthier, more resilient work environment.