As an HR manager, you’ve almost certainly had to do a workplace investigation. Employee A makes a complaint, saying that employee B did such and such. You talk to employee B, and he or she says that no such thing happened or it happened very differently. How do you measure who is credible and who is not?
Workplace investigations are very complicated, especially without the right guidance. At the recent 2019 SHRM Annual Conference & Exposition, I attended a session titled “He Said, She Said—Now What? Tips for Effectively Assessing Credibility.” The session was headed by Allison West, Esq., SCHRM-SCP, SPHR, and Principal at Employment Practices Specialists. In this session, she explored the idea of going beyond our assumptions and our gut when conducting these investigations and looking at the whole situation from a more nuanced place.