Mrs Marple in the workplace? Hmmm, maybe not, but what makes a great investigator?

I LOVE Agatha Christie fiction!... When it comes to uncovering the truth, few do it with more flair than Hercule Poirot and Miss Marple. While one relies on precision and psychology, and the other on quiet observation and intuition, both share a key ingredient that’s often overlooked in workplace investigations: compassion.

In Agatha Christie’s world, official investigators often miss the mark, as they appear blind to the subtle dynamics, the quiet cues, the humanity behind the facts. And isn’t that just what we sometimes see in the community of work too? I believe great investigators don’t just follow process, they follow people, context, have curiosity, and kindness.

The Christie Connection: What that perfect fiction teaches us about fact-finding

In Christie’s novels, the police often rush to conclusions, distracted by surface-level evidence or social assumptions. Poirot and Miss Marple, however, succeed because they look deeper. They ask questions others avoid. They notice what’s not said. And most importantly, they never forget the people at the heart of the story.

“It is the brain, the little grey cells on which one must rely.” - Hercule Poirot

In the workplace, those “little grey cells” translate to emotional intelligence, active listening, and a refusal to reduce people to policy breaches.

How does it translate to real-world relevance: The lessons from the NHS Fife Tribunal

Take the recent NHS Fife employment tribunal involving nurse Sandie Peggie and transgender doctor Beth Upton. The case exposed how quickly investigations can become tangled in cultural conflict, assumptions, and procedural missteps. Allegations of racism, harassment, and miscommunication collided with questions of identity, policy, and psychological safety.

What stood out?

• The lack of contextual understanding around staff discomfort and inclusion.

• The emotional toll on all parties involved.

• The importance of neutrality and compassion in high-stakes environments.

This wasn’t just a legal case, it was a reminder that investigations aren’t just about facts. They’re about people.

What makes a great Marple… oops, I mean investigator?

Let’s break it down:

• Curiosity without judgment
  Like Christie’s sleuths, great investigators ask “why” without assuming the answer.

• Emotional intelligence
  They read between the lines, notice body language, and create space for truth to emerge.

• Methodical but flexible
  They follow process, but know when to adapt to nuance.

• Compassionate presence
  They create psychological safety so people feel heard, not interrogated.

• Contextual awareness
  They understand the wider cultural, relational, and organisational dynamics at play.

Through magnifyHR, I walk the walk, role-modelling these traits, not to tick boxes, but to build trust and uncover truth with integrity and kindness.

Weaving It All Together

Maybe we don’t need a monocle or a knitting needle, just the courage to look deeper, listen harder, and never forget the human behind the headline.

Whether you’re investigating misconduct or mediating conflict, the best outcomes come from those who channel their inner Miss Marple: quietly observant, deeply kind, and relentlessly curious.

Call to Action

Want to know if your workplace investigators are more Poirot or paperwork?

Download the free checklist: “The Investigator’s Compass: Traits That Build Trust”

Or get in touch to see how magnifyHR can help you with an investigation or deliver a training programme designed to develop compassionate, context-aware investigators.