Investigation Guidance Needed
I have a situation here where one of our department heads recommends terminating an employee, and my boss, who is the HR Manager, wants me to investigate the issue and provide my recommendations.
Now, how should I begin my investigation? Whom should I investigate since his department head wants to terminate him? How can I formulate my recommendations?
Please assist.
Thank you,
Shaq
From Saudi Arabia, Riyadh
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6I have a situation here where one of our department heads recommends terminating an employee, and my boss, who is the HR Manager, wants me to investigate the issue and provide my recommendations.
Now, how should I begin my investigation? Whom should I investigate since his department head wants to terminate him? How can I formulate my recommendations?
Please assist.
Thank you,
Shaq
From Saudi Arabia, Riyadh
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This is quite a tricky situation. If I were you, I would have approached the challenge like this:
1. Take out his HR file. Try to get as much information about his previous job, such as his stint with different organizations, his immediate reporting head, his long-term career goals, etc. The idea is that before you invite him for a one-on-one, you should have done your homework.
2. Send him a meeting invite, keeping your boss in CC. This will ensure that it's documented, and secondly, your boss will not feel that you are shying away from this challenge. Take his confirmation and be prepared for an informal chat. Choose a topic of his interest based on his hobbies, interests, etc. The idea here again is to ease this person before embarking upon the tough questions.
3. Use a lot of open-ended questions and leading questions. Make sure to maintain proper eye contact. Look for verbal indicators and his overall body language. I am sure it will be enough for you to derive results. If possible, find out about him from his team members as well (extremely casually).
4. Share the detailed report with your boss.
5. Most important: Go with an open mind... have your glass empty!
All the best!
Regards,
Saif
From Saudi Arabia
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1. Take out his HR file. Try to get as much information about his previous job, such as his stint with different organizations, his immediate reporting head, his long-term career goals, etc. The idea is that before you invite him for a one-on-one, you should have done your homework.
2. Send him a meeting invite, keeping your boss in CC. This will ensure that it's documented, and secondly, your boss will not feel that you are shying away from this challenge. Take his confirmation and be prepared for an informal chat. Choose a topic of his interest based on his hobbies, interests, etc. The idea here again is to ease this person before embarking upon the tough questions.
3. Use a lot of open-ended questions and leading questions. Make sure to maintain proper eye contact. Look for verbal indicators and his overall body language. I am sure it will be enough for you to derive results. If possible, find out about him from his team members as well (extremely casually).
4. Share the detailed report with your boss.
5. Most important: Go with an open mind... have your glass empty!
All the best!
Regards,
Saif
From Saudi Arabia
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Hi, You will need to consider the following points:
1. What is the basis for the department head's intention to terminate the employee?
2. Does the department head have a valid reason for wanting to lay off the employee?
3. Is the employee's performance hindering the department's objectives?
Given that your boss has requested an investigation to recommend action regarding this employee, and at the same time, the department head wants the employee terminated, this is a delicate situation to handle. You will need to be accountable to both parties and maintain a good standing with them. Instead of this, please begin an investigation to determine if the employee can indeed be accused so that appropriate action can be taken.
If you aim to maintain a positive relationship with both your boss and the department head, consider discussing with your boss the possibility of transferring the employee to another department instead of terminating them. By doing this, you can fulfill the requirements of both parties. I hope this meets your needs.
Regards,
Kranthi
From United States, Cambridge
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1. What is the basis for the department head's intention to terminate the employee?
2. Does the department head have a valid reason for wanting to lay off the employee?
3. Is the employee's performance hindering the department's objectives?
Given that your boss has requested an investigation to recommend action regarding this employee, and at the same time, the department head wants the employee terminated, this is a delicate situation to handle. You will need to be accountable to both parties and maintain a good standing with them. Instead of this, please begin an investigation to determine if the employee can indeed be accused so that appropriate action can be taken.
If you aim to maintain a positive relationship with both your boss and the department head, consider discussing with your boss the possibility of transferring the employee to another department instead of terminating them. By doing this, you can fulfill the requirements of both parties. I hope this meets your needs.
Regards,
Kranthi
From United States, Cambridge
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In my opinion, it is a question of "faith." If there has been a "loss of faith" concerning the employee in question, then he is better off somewhere else. Explain the situation to him, and if he has any sense, he should separate voluntarily and start afresh elsewhere. If "faith" in the employee is not destroyed, give him a second chance under some other head who still may believe in him. In the meantime, conduct your investigation to come to the truth, and if the truth is such that it results in a "loss of faith" in the employee, it would be mutually detrimental to continue having him in the system.
Regards,
UG
From India, Bangalore
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Regards,
UG
From India, Bangalore
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HR Manual (Employee Hand Book).doc