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I was recently part of an investigation into a workplace misconduct incident. Like any good HR person, I didn’t come into the investigation predisposed to one particular side; but after hearing from a few parties I became convinced we had all of the facts needed to take corrective action.

Fortunately, the senior member of the HR team was *not* yet convinced. At his behest, we continued interviewing everyone involved (or that could have possibly been involved) in the incident. As we continued to interview people the full situation took on a new dimension – a markedly different one than the prior interviews alone depicted.

…I consider myself to be a fairly objective person. I seldom take sides, and I typically err on the side of caution. During that investigation, however, I made the mistake of assuming I had all of the facts because everything seemed to fit after speaking with several of the parties involved.

Relatively small things can dramatically change the shape of the bigger picture though, so get every side. See things from every perspective.

The last side of the story is often what brings everything into place.

As always, please share your thoughts in the comments section below.

Best,

Rory

If you have questions about something you’ve read here (or simply want to connect) you can reach me at any of the following addresses: 

SomethingDifferentHR@gmail.com OR rorytrotter86@gmail.com

@RoryCTrotterJr

http://www.linkedin.com/in/roryctrotterjr

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Before I began my career in Human Resources, I would have described myself as “selectively” detail oriented. I paid attention to that which was directly of interest to me, and ignored more or less everything else.

…Conversely, after working first in the labor and employee relations space, then compensation (where you’re dealing with people’s pay) and later as an HR rep at a union site (where everything that isn’t exactly by the book will be grieved), details became something I no longer had the luxury of ignoring.

Case in point: In an investigation, I follow up on seemingly inconsequential/off the cuff statements – not because I assume they’re consequential, but rather because I don’t assume. I talk to everyone about what happened. I notice subtle shifts in body language. “Think before you act” is a way of life for me; if you act first who knows what you may have missed in your haste?

With that said, in dotting my I’s and crossing my T’s I’ve learned another lesson that is just as important:

Sometimes (*sometimes*) it’s a good idea to let the small things go. Sure, slippery slopes can be pretty steep, but I’m of the view that HR is not meant to play the role of police. We enforce the rules… but we should do that with a mind towards why the rules are there.

If one enforces rules with the “why” of the rule’s existence in mind, what you sacrifice in consistency you gain in credibility with the workforce.

Much of this is common sense, but it was on my mind this morning and so I wanted to share.

As always, please share your thoughts in the comments section below.

Best,

Rory

If you have questions about something you’ve read here (or simply want to connect) you can reach me at any of the following addresses: 

SomethingDifferentHR@gmail.com OR rorytrotter86@gmail.com

@RoryCTrotterJr

http://www.linkedin.com/in/roryctrotterjr

Google+