People do dumb, mean, or even evil things at work and so we have to do investigations in HR. And the following is pretty common:

“He did this terrible thing to me!”
“I did no such thing. She’s lying!”

It’s ‘he said, she said’. Who do you believe????

While it would be tempting to stop there, that’s the wrong thing to do. You need to do a CREDIBILITY ASSESSMENT.

Credibility assessments were the subject of my conversation with Bob Stenhouse in response to a question from someone who watched an earlier video. Bob leads Veritas Solutions and they do many investigations every year. Bob is an interesting guy (he used to be an undercover officer) and is an expert in doing credibility assessments. He talks about:

DARVO – Deny, Attack, Reverse Victim Offender (see the video below)

When someone’s truth is not the actual truth.

Body language. This is not an effective way of judging credibility.

Honesty and reliability. These are key pieces of credibility.

This was very fascinating stuff and increases the integrity of how we do our work in HR.

Find Bob at Veritas Solutions or follow him on LinkedIn. He writes great posts!

Find Andrea for generalist HR consulting in Western Canada at thehrhub.ca.

The post Credibility Assessments – Who’s Telling the Truth in Workplace Investigations? appeared first on HR West Consulting - Elevating Success.

I read something recently saying that organizations that trust HR are 2.9x more likely to rate them as highly effective (McLean & Co, 2023). This would make it so much easier to get ALL our work done so I knew I had to do some episodes on trust.

I reached out to Ila Edgar who is co-Host of a show called Trust on Purpose with Charles Feltman. She is also a coach and was a recruiter for years, so she has insight into HR:

1) The first thing is we need to care. About the client and the business.

Trust building is a skill and one you can discuss directly with clients

Even when there are limitations on us that our client might not appreciate, there are things we can do to maintain trust.

When clients talk about HR instead of to HR, there’s some mistrust. We can deal with that head on too.

Find Ila at www.bigchangeinc.com.
This is her podcast: trustonpurpose.buzzsprout.com.

Andrea is an HR consultant in Western Canada. Find her at www.thehrhub.ca.

The post Building Trust In The Workplace – Tips for HR appeared first on HR West Consulting - Elevating Success.

Trust is KEY to how the organization perceives HR according to a recent presentation I went to by McLean and Company. Specifically they said “non- HR respondents with high trust in their HR Departments are 2.9x more likely to also rate them as highly effective.”

This made a strong impression on me so I went looking for someone to talk to. Who better than Ila Edgar, the co-host of a podcast called “Trust on Purpose”? Ila is a coach and, in a past life, was a recruiter too so she understands HR. She said:

Trust is an emotion AND a competency. Since it’s a competency we can get better at it!

4⃣ There are four aspects to the competency: competence, sincerity, reliability and care.

You can start to build trust by simply engaging someone in a conversation about trust.

Try: I want to build a strong trusting relationship with you. Here’s the things I need to see from you. What do you need to see from me?

Since trust is critical to HR (and maybe most relationships), you need to see this. We’ll follow it up with a more specific conversation about trust in HR.

Find Ila at www.bigchangeinc.com.
This is her podcast: trustonpurpose.buzzsprout.com.

Andrea is an HR consultant in Western Canada. Find her at www.thehrhub.ca.

The post Building Trust In The Workplace – An Intro appeared first on HR West Consulting - Elevating Success.