Introduction: When involved in an HR investigation, it’s critical to handle the process carefully and professionally. While you may be feeling frustrated, stressed, or emotional, your actions and words during the investigation can significantly impact the outcome. Here’s a breakdown of three things you should absolutely avoid saying or doing during an HR investigation.
1. Never Become Emotional or Aggressive
Key Point: Stay calm and composed, no matter the circumstances.
In HR investigations, maintaining a professional demeanor is essential. Getting emotional, yelling, cursing, or exhibiting belligerent behavior can not only undermine your credibility but can also be construed as misconduct. HR professionals are trained to look for signs of aggression or hostility, and behaving aggressively during the interview could make it harder for them to focus on the facts of your case.
Why It Matters:
- Losing control of your emotions might suggest that you’re hiding something or can’t remain level-headed.
- Emotional outbursts can cause HR to focus more on your behavior than on the details of the situation at hand.
- It’s important to stay calm and collected, showing that you can engage respectfully, even if the situation is uncomfortable or contentious.
2. Do Not Lie—Always Stick to the Facts
Key Point: Honesty is always the best policy.
During an HR investigation, the truth is paramount. Lying, exaggerating, or trying to cover up your actions can backfire. In the digital age, you may be unaware of when the conversation is being recorded, and your statements can be used against you later. Even if your side of the story feels uncomfortable or difficult to admit, always stick to the facts.
Why It Matters:
- There are always multiple sides to a story, and HR will be looking for consistency in the accounts.
- Lying can make you appear dishonest, damaging your credibility in the investigation.
- The investigation may involve documentation, emails, or records that could disprove your claims if they’re not truthful.
3. Never Threaten Legal Action
Key Point: Do not mention plans for legal action during the investigation.
Even if you plan on seeking legal advice or taking legal action later, there’s no need to bring it up during the interview. Threatening to sue or getting defensive about potential legal consequences can make the situation more adversarial and might shift the focus of the investigation away from the facts. Keep your intentions regarding legal actions private until you’re ready to formally pursue them.
Why It Matters:
- Mentioning a lawsuit or legal action can make the investigation process feel more combative, creating an adversarial environment.
- HR will focus on resolving the issue within the organization first, and mentioning legal action too early can complicate matters.
- Legal strategies are best left for when the appropriate stage of the process arrives.
Honorable Mention: Do Not Overshare
Key Point: Answer the questions directly and simply.
HR investigations require clear, concise, and factual answers. Avoid volunteering unnecessary details or oversharing information that doesn’t pertain to the investigation. Oversharing can create confusion, shift focus away from important points, or even inadvertently damage your case. Stick to answering what’s being asked and avoid drifting into irrelevant territory.
Why It Matters:
- Oversharing might introduce unhelpful information that could muddy the investigation.
- Keeping your answers brief and on-topic helps maintain the investigation’s focus on the key issues.
- Less is more—providing relevant facts without unnecessary elaboration ensures that your position is clear and understandable.
Conclusion:
Navigating an HR investigation requires tact, professionalism, and strategic thinking. By staying calm, being truthful, refraining from legal threats, and avoiding oversharing, you can help ensure that your side of the story is heard and considered fairly. Keep the focus on the facts, remain respectful, and remember that the way you handle the interview can influence the outcome.