Answer to Question of the Week
Each week, we post a thought-provoking question for your consideration. Here’s last week’s question . . .
Following a batch of frivolous complaints against executives that resulted in several of them hating your guts because you conducted the investigations, you institute a policy calling for brief “reviews” rather than full-scale investigations whenever a complaint is filed against an executive. The next time a complaint comes in against an executive, you conduct a brief review and find no evidence of wrongdoing. What’s more likely to happen next?
Here are your responses . . .
a. Nothing: recent research shows that 91% of all complaints are frivolous (26%)
b. You get a big raise and a promotion for sparing the executive the hassle and embarrassment of an investigation (0%)
c. You get fired after the company pays a big settlement based in part on your failure to conduct an appropriate investigation (74%).
Congrats — the correct answer is indeed “c.”
Never succumb to the temptation to “go soft” on executives who are accused of discrimination. The law requires that all complaints of discrimination be investigated. What’s more, damage awards related to wrongful acts by execs tend to be disproportionately high and may expose the company to significant PR risk.
Our viewers are batting a solid .550 (22 right, 18 wrong) on our weekly questions.
The next one will be coming your way soon. Thanks for your participation!