🔍 Resolving Conflicts with Fairness & Empathy 1️⃣ Listen to both sides without bias. 2️⃣ Gather evidence—witnesses, emails, or CCTV footage. 3️⃣ Ask open-ended questions to uncover details. 4️⃣ Stay neutral and focus on facts, not emotions. 5️⃣ Document the findings transparently. 🎯 The goal? Foster trust by ensuring a fair resolution. HR is about building a culture of integrity.

By completing a thorough and non bias investigation. Be open minded. Liaise with all parties. Collect all evidence available. Leave no stone unturned. Complete a thorough report of all findings. Contributing factors. Establish the root cause if applicable.

I’d approach this situation with impartiality and professionalism. 1. First, I’d conduct one-on-one discussions with both employees to understand their perspectives. 2. Next, I’d gather evidence by speaking with witnesses, reviewing relevant records, or checking security footage, if available. 3 Focusing on facts over emotions, I’d identify consistencies and discrepancies in their accounts. 4. Using active listening and asking clarifying questions, I’d aim to piece together an objective picture of the incident. Finally, I’d ensure my decision is fair, documented, and aligned with company policies.

1. Gather Detailed Accounts 2. Interview Additional Witnesses 3. Review Physical Evidence 4. Evaluate Consistency 5. Assess Motives 6. Consider the Context 7. Neutral Third-Party Mediation 8. Make a Decision Based on Evidence 9. Follow-Up

When managing conflicting accounts at work, I: 1. Remain impartial 2. Gather all perspectives through confidential interviews 3. Seek objective evidence (docs, footage, witness statements) 4. Maintain confidentiality 5. Analyze and verify findings 6. Document outcomes and follow up This structured approach ensures a fair, thorough, and respectful investigation.