He Said / She Said ... Investigating What Happens in Vegas

How much do I love when pop culture teaches us a lesson in Human Resources?

We got a pop culture two-fer last Wednesday, when music icon Brittney Spears and the 7’4” NBA rookie phenom Victor Wembanyama collided – almost literally – outside a restaurant in a Las Vegas casino.

What happened was a classic “He Said / She Said” situation that happens in the workplace all the time – where one employee’s complaint to HR has a very different version of events than the other’s.

Spears says that, as she noticed Wembanyama walking with his security detail in the restaurant, she “tapped him on the shoulder to get his attention” so that she could congratulate him on his recent first-pick draft to the San Antonio Spurs.

Spears then says that Wembanyama’s security guard "backhanded me in the face without looking back … nearly knocking me down and causing my glasses off my face."?Spears later filed a police report, alleging battery.

Wembanyama’s version suggests that Spears’ contact was more aggressive, saying that a person – he didn’t know it was Spears until hours later – “grabbed me from behind” so that security had to push them away.

Investigating and taking action on “He Said / She Said” allegations is a tricky thing for business leaders.?What should a business owner do when an employee makes a complaint against another?

? First, if it’s a serious claim of violence, threat, or sexual harassment, send the alleged offending employee away from the workplace while you investigate.?Tell them it’s your goal to investigate quickly and thoroughly as possible, so that there’s a resolution soon.

? Then, interview the accuser by asking open-ended questions, and take notes.?Start with “tell me what happened” and ask if there were any witnesses to the incident.?Ask follow-up questions until you have a full understanding of the employee’s allegations.

Have the accusing employee write and sign a statement in their own words, too.

? Next, interview the witnesses – before you speak to the alleged offending employee.?Interview them individually and privately and quickly; you’re more likely to get an accurate and honest account of what they witnessed before there’s time for them to collaborate or conspire with others.?Most importantly, ascertain what events they actually saw with their own eyes rather than hearing about something later or conjecturing what probably happened.?And yep, have them write and sign statements too.?

? Finally, interview the employee who is being accused.?Start with the same broad question of “Tell me what happened.”?Ask broad questions, then narrow your questions down gradually until you ask about nitty-gritty details.

How did the Spears / Wembanyama drama play out?

Thanks to the hundreds of casino security cameras and bystanders’ cell phone cameras, there was lots of footage to show what actually happened.?The videos show that Spears approached Wembanyama from behind and reached up to tap him on the back; a security guard pushed her hand away which caused Spears to hit herself in the face.?

Unfortunately, in real life workplaces, it’s more common that there are no cameras and no witnesses to an employee’s allegation against another.?

Want to talk through how to resolve a real “He Said / She Said” complaint??I’ll put a link to my free HR consultation schedule in the comments below!