Do your employees feel discussing concerns and confident that you’ll help them resolve issues?
Or do your organization’s processes come across as a charade designed to protect the company from litigation?
Unfortunately, truth-telling cultures are few and far between. Corporate leaders tend to rely heavily on the advice of their lawyers in crafting their workplace policies and procedures, including how they handle allegations of workplace misconduct.
When you’re planning a ski trip, do you ask an ER doctor (who spends her workdays mending broken bones) which hill to pick? It’s the same with lawyers. As experts in handling disastrous relationship breakdowns, they’re keenly attuned to the worst case scenario.
As a result, policies and procedures written through a fear-based lens often sacrifice the dignity and freedoms of the workers they impact in favor of closing off all possible paths to litigation. (As a former litigator, I would know!)
It’s no wonder many workers are so skeptical they’d rather quietly quit over bullying and misconduct than report it and seek a resolution through their employer.
By working together, we can transform the status quo!
I’ll walk you through the three essential steps to addressing employee concerns, so that they don’t devolve into workplace drama!
I call it…
Receive, Review & Resolve Workplace Drama Like a Boss
Format: Online or in person
Recommended for: 8-15 participants who play any role in the process of receiving, reviewing or resolving claims of misconduct
What you will learn .
- Recording allegations of misconduct
- Planning an investigation strategy
- Gathering and analyzing evidence
- Making credibility determinations
- Drawing evidence-based conclusions
- Reporting your findings
- Most importantly, fixing the problem!
Gain all the tools you need .
In addition to fully customized training, workshop participants will receive:
- A hard copy of the Drama-Free Workplace, so that they can reduce the frequency of workplace incidents by addressing the root causes of conflict.
- A workbook to help put theory into practice.
- A toolkit containing checklists, summaries, samples, and other invaluable resources.
What Clients Have to Say .
I've really embraced the idea that policies and behaviors that are fear-based and only there to avoid potential lawsuits are not really what will help your employees.
I also really appreciated that you point out how HR/leaders shouldn't be scared of saying the truth or being transparent and especially empathetic when it comes to workplace investigations.
I recommended your book as a great read to all the people managers in my company as I felt the messages would be hugely valuable to anyone who is a leader.
Julie Carlo, SHRM-CP
Human Resources Professional
Walking through the stages step-by-step, and seeing how they played out in real-life cases has given me such a better understanding of how a good
investigation should proceed.
I literally feel like I have, at my fingertips in the form of the
book, solid and reliable guidance that I can turn to anytime I need it. And the fact that everything is presented in relatable words and not legalese is such a bonus