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| Facing an employee who lied. (Photo: Corbis) |
OFTEN for some reason, your employees choose to lie than tell the real problem. As a result when it is revealed, there are consequences to be faced and may be related to a third party. What to do if your employees are 'caught' lying or you suspect that she lied?
Analysis of the lies do
Distinguish between the failure to follow the rules, with a serious offense (theft or embezzlement). Still be given sanction in order not to any regulations taken lightly by every inhabitant of the office.
Investigation advance
As you begin to suspect a lie, start to collecting evidence and data. Then the document data. This process may take some time, but you need to st rengthen your position.
Anticipate any possible
Prepare all materials conversation, write down your agenda as guide, set your ground Cleary .
Estimate the reaction from employees, even the worst, especially if associated with a heavy lie.
Determine what sanctions will be given
If his lies, including a serious offense, consult with your legal section. If the employee is lying because ketidakdisiplinannya, consult with HR to determine the sanctions it received.
Meet them in person
Encourage them to be honest about the lies that have been made and the motive. Avoid the tone of a threat, but to convey a clear penalty he could receive.
Document
Create minutes or log noted carefully that these events, ranging from the emergence of cases, the process of gathering evidence and d ata to meeting your immediate and final action performed.
You can make this document as a reference in future if the same thing happening again.
Confidence
It's not easy dealing with employees who used or had lied. With strategy and consistent effort you can overcome this problem wisely and become an example for other members of your team.
Investigation advance
As you begin to suspect a lie, start to collecting evidence and data. Then the document data. This process may take some time, but you need to st rengthen your position.
Anticipate any possible
Prepare all materials conversation, write down your agenda as guide, set your ground Cleary .
Estimate the reaction from employees, even the worst, especially if associated with a heavy lie.
Determine what sanctions will be given
If his lies, including a serious offense, consult with your legal section. If the employee is lying because ketidakdisiplinannya, consult with HR to determine the sanctions it received.
Meet them in person
Encourage them to be honest about the lies that have been made and the motive. Avoid the tone of a threat, but to convey a clear penalty he could receive.
Document
Create minutes or log noted carefully that these events, ranging from the emergence of cases, the process of gathering evidence and d ata to meeting your immediate and final action performed.
You can make this document as a reference in future if the same thing happening again.
Confidence
It's not easy dealing with employees who used or had lied. With strategy and consistent effort you can overcome this problem wisely and become an example for other members of your team.
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