Performance Investigation

Summer

Have any of you participated in an investigation of this type and if so, can you provide some comments with regard to successfully obtaining the input needed. Read on... An executive has received feedback, mostly hearsay, from various sources regarding one of his manager's rude, disrespectful behavior. There have also been comments regarding this manager's bending policies for his favorites and saying one thing but doing another. We have decided that HR will speak directly with direct reports, peers and internal clients to get the information first hand. We want them to feel free to provide input without fear of retaliation, etc. HR will then provide the results to the Executive for handling with the employee. Any suggestions on the approach to this?

Hatchetman

[font size="1" color="#FF0000"]LAST EDITED ON 03-21-03 AT 07:21PM (CST)[/font][p]It depends on how the employees feel about the confidentiality and trustworthiness of the investigators and the invesigation, and the likelihood that executive management, in fact, correctd any existing problems instead of "sweeping them under the rug." Thus, you will need to find out about the employees' fears about retaliation if they give statements about their manager and the ultimate result is that senior managment finds no wrongdoing, leaving the employees under the control of the same manager. You may need to address that "fear" before you can really get good responses. You may very well have to tell them how they'll be protected if they do give "names, dates and places" that involve this manager.

And don't agree to anonymity for those making complaints or giving statements. If the manager is going to be able to "defend" himself and explain his side of what is happening then you'll have to give enough information about each incident so that the manager can speak to it. This may include identifying the various employees so if there is a defense that these employees themselves are retaliating against this manager by coming up with false stories, that you will be presented that as well for your invesigation. And these are some of the questions you may need to ask the emplyees or anyone else you talk to get them on the record for their credibility as well.

Also, counter check with each person to see if they are personally aware of any other incidents even though they may not have been the manager's target.

I don't mean to imply by the last remark that the manager is guilty of anything, but it will help see if there are any other incidents out there that may need to be included in the investigation and perhaps there may be verification of incidents by other statement givers who were not originally known to have first-hand knowledge.

Of course, ask the manager if he can give you any names of person who would have knowledge about any of the incidnets or any informaiton that would verify his accounts or show a problem in the credibility of any of the individiuals.

Just my thinking.