This is the third article in a three-part series on workplace investigations: Why you should care | The devilish details | Following through

Handling an employee complaint and the subsequent investigation can be tricky, as we discussed in the first two parts of this series (see above). However, it is equally challenging and important to close the report appropriately.

Here are three best practices to help you wrap up all of your hard work.

1. Implement the decision

Once you have worked with counsel to determine the best next steps based on the findings of the investigation, come up with a thorough implementation plan. The plan should include not only the steps to take to address any negative findings, but also proactive steps to implement to avoid future similar issues.

Document what you have decided to do and what you end up doing in the short term. Include your long-term plans to address similar issues preventatively and proactively. Include all of these notes or reference to these steps in the investigation file.

2. Communicate to the employees

It may seem obvious, but many people forget to circle back with the witnesses after the investigation and the decision on how to address the findings are completed. It is important to find a fair and diplomatic way to communicate the findings and what the company will do as next steps in the process.

Be sure to detail out the communication plan with counsel to ensure the discussions are clear and contain the appropriate amount of details. And remember, it is best practice to start the post-investigation communication process with the employee who made the complaint.

3. Properly close the file

This is critical. Remember the outside party we mentioned in the second article? It is important to have a neat file that clearly documents the complaint, process, findings, action steps and wrapup.

If there are ever other complaints made by this employee, similar complaints filed by other employees or any kind of similar employee complaint made to an external agency, it will be helpful to have an easily-referenced, clean investigation file to which to refer should you have any questions about precedent and subsequent action steps.

It is often difficult for employees to file complaints, but if they have invested the time and energy to do so, it is important that the organization take it seriously and take action. Conducting a thoughtful, thorough and timely investigation requires a number of resources, but it is worth it.

A fair process with clear followup and proactive steps to address potential future problems is worth the investment of an organization's resources. Not doing so can quickly add up by creating an atmosphere of distrust and toxicity.

Further, an employee with a real issue deserves to be heard. If the organization does not respond, the employee will likely try to find someone who will listen. Whether that is a lawyer or an outside agency, it will cost the organization more time and more resources to handle.

Make the effort up front, and everyone will be better off.