Workplace Investigations - Witnesses Interview Strategies: Take Your Investigation Interviews Beyond the Who, What, Where, When, Why and How of What Happened
OVERVIEW
Employers do investigations every day. These fact findings
generally entail conversations with employees so as to gather observations and
determine facts.
Witness interviews are often especially challenging because many
employees for a variety of reasons are reluctant to be involved and can be less
than forthcoming. Friends of employees and those accused of an offense are
often downright angry and vengeful. Investigations by their very nature tend to
leave at the least some employee relations damage amongst employees.
Some investigators, unable to gather information, turn to body language
to make determinations of credibility. Not only can that approach be fraught
with indefensible and challengeable findings, TV shows while entertaining, are
not good training for interpreting body language.
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| employee investigations best practices |
WHY SHOULD YOU ATTEND
This webinar will help investigators move through what often
seems an investigatory maze. This webinar will cover employee investigations
best practices and ways to assess credibility of witnesses combined with the
facts as presented.
It's also critical that an employer learn how to take steps to
avoid retaliatory behavior towards individuals involved in investigations or
making complaints. Additionally, there are steps an employer can take to
minimize the inevitable gossip and side taking that disrupts business.
AREAS COVERED
- How to prepare and what to do before an interview.
- Organizing your interview so you can ask good
questions.
- Strategies for the reluctant witness.
- The angry "hothead". Dangerous or something
else?
- What about tape-recording: Is it a good idea?
- Body language: Can you tell if a witness is giving
false or skewed testimony? Developing behavioral baselines.
- Considering cultural diversity.
- The note taker and their role.
- Taking notes and pacing the interview.
- Starting and ending your interview.
- Educating all parties about retaliation
- What about witnesses that are not your employee? Tips
for customer complaints and joint employment interviews.
- When are employees entitled to representation during an
investigation?
LEARNING OBJECTIVES
In theory, investigatory interviewing sounds easy but in
reality, it's often not.
The assigned investigator in many workplaces is often an already
overburdened employee to whom another time-consuming project is now assigned,
often to their dismay. This investigator may have had little to no training in
how to perform workplace investigations. Or they may have had training in the
process of investigatory mechanics but never actually performed an
investigation. One common challenge is struggling to gather information during
witness interviews. In HR investigation process, it's crucial that interviews
are structured to capture and gather all available accurate information,
notwithstanding employee emotions that are often running high.
WHO WILL BENEFIT
- Employee Relations
- Human Resources- Generalists, Business Partners,
Managers, Directors, VPs
- Safety
- Branch Managers
- Small business owners
- Plant Managers
For more detail please click on this below link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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