Risk Management

The HR department has received several anonymous complaints about certain unethical behaviors of a high-level leader. These complaints have caught the HR director’s attention.

This leader has been working for the company for more than 15 years. He started as a front-line assembly worker. His reputation as a generous and kind leader is well known throughout the company.

The complaints do not match the HR director’s general impression of this leader. The HR director decides to investigate the issue and sets up an individual meeting with the leader to find out what has been truly going on.

At first, the leader is honest and open to discussion. It turns out that the leader didn’t engage in the unethical behaviors on purpose. In fact, he didn’t realize that those past behaviors were considered inappropriate, unethical, or a form of harassment until the HR director pointed this out.

However, the leader does not receive the feedback well and becomes very emotional and defensive toward the end of the meeting when the HR director starts to discuss issues related to his personal integrity. He even expresses his intention to leave the organization because he doesn’t see himself fitting in anymore.

1. How should the HR director have prepared for this meeting?

2. How should the HR director respond to the leader’s reaction and statement about leaving the company?

3. If the leader chooses to stay, what further actions should the HR director take?