This program will unpack the competing complaint made by the employee together with the performance issues. Was the employee motivated to complain so that he has the leverage to negotiate a favorable exit package? In the alternative, was the employee treated in a disparate manner as compared to other employees?
Employers need to know whether the supervisor is treating one class of employees differently from another. Employers can't address issues if they do not know that they exist. You will learn how to approach challenges when the manager points to poor performance while the employee complains of discrimination. We will also explore the benefits of early resolution, including mediation when appropriate, and review the necessary steps to reinforce trust in the employer.
What You'll Learn:War Stories Involving Poorly Conducted Investigations/b> Goals- Get the Investigation Right
- Gather as Much Information as Possible
- Be Objective
- Don't Prejudge the Outcome
- Be Wary of Implicit Bias
Reasons Why an Employee With a Track Record of Poor Performance Might Complain- Possible Reasons for Making a Complaint
- The Employee Is Aware of Poor Performance
- The Employee Recognizes That Discipline Is on the Horizon
- A Manager Is Making It Difficult for the Employee to Succeed
- The Employee Has Been Unfairly Doomed to Failure
Conducting a Best in Class Investigation- Proper Training
- Documentation
- Setting the Stage for Interviews
- Avoid a Conflict of Interest
- Confidentiality
- What to Do With the Completed Investigation
770-410-1219
