Behind the Memes: What the Investigation Looks Like
A split second at a concert lit up social media this week, and it didn’t take long for the workplace consequences to follow. A resignation was announced along with the launch of a formal investigation.
If Faro Point were leading this investigation, this would be our approach. First and foremost, we’re not the morality police. What we do is investigate behavior that affects trust, fairness, and workplace integrity. When personal and professional lines are blurred at the top, the consequences often reach far beyond the individuals involved. They affect teams, policies, and the culture of the workplace.
Scope and Purpose - We start by defining what the organization needs to understand. The focus isn’t the relationship itself, but whether it influenced decisions, created risk, or compromised the workplace. We review the policies and expectations that were in place and assess whether any were violated or undermined. A well-run investigation not only examines whether misconduct occurred but also identifies potential impacts on the broader work environment.
Favoritism and Fairness - When a senior leader becomes personally involved with someone connected to the workplace, real questions surface about fairness. Did someone gain access, approval, or opportunity because of proximity to power? Did others lose it?
Impact on Staff - We speak with employees to understand whether anyone experienced changes in access, treatment, or opportunity. Our focus is on how leadership decisions were perceived and whether concerns, if raised, were addressed consistently.
Power Dynamics - We examine the reporting structure, influence, and professional consequences involved. Consent in a workplace is complicated when one person controls resources, reputations, or opportunities for another.
Decision Timeline - We build a record of key decisions to understand what happened, when, and who benefited. We look at travel, hiring, promotions, and resources. These patterns matter, and they tell the story behind the perception of special treatment.
Disclosure and Response - We assess whether the relationship had already been disclosed, whether leaders followed established protocols, and whether any concerns were raised earlier and ignored. It matters how the organization responded before it became public.
Recommendations - An effective investigation doesn’t end with findings. It offers a path forward. We provide clear, actionable recommendations based on what we uncover, whether that means updating policies, strengthening disclosure protocols, or clarifying expectations around leadership conduct. We also look at the conditions that allowed the issue to arise. If employees felt unable to speak up, or if power dynamics were poorly managed, that signals a need for cultural repair. In many cases, we recommend targeted training for leaders and teams to reinforce ethical decision-making, clarify reporting structures, and build shared understanding of organizational values.
Restoring credibility requires leadership engagement, honest communication, and sometimes training or facilitated conversations to reset norms and move forward. These steps, applied with consistency and accountability, help rebuild trust across the organization.
So yes, the memes are everywhere. But behind closed doors, a real process is underway. When done well, it can lead to accountability, restore credibility, and rebuild trust. That is what a real investigation is about, and it is the work we do best at Faro Point. Stay tuned as we continue to share our approach.
