Tag: dishonest employees

For those charged with protecting company assets, a couple of recent news items raised red flags about dishonest insiders. Multiple studies underscore the risk from dishonest insiders and found that an important security tactic—the “two-person rule”—isn’t always enough. The research also provide insights into how employees rationalize dishonest behavior.

The great thing about the enticement question is that we can use it regardless of whether we have any evidence. The wording of the question thus becomes very important.

A common question that comes up in training seminars is: "How the heck do we get that written statement?"

With each topic that you introduce, there might be a little bit of resistance. What do we need to do to decrease resistance? Build more credibility, show understanding, and eventually lead to another assumptive question.

The participatory approach is specifically used when there’s circumstantial evidence or that there’s a possibility that your subject might have an excuse, an explanation, so some type of alibi that may or may not be true.

It's not uncommon for investigators to see the end goal of an investigation as the interview with the accused subject or involved subject.

The Wicklander-Zulawski (WZ) method is a non-confrontational interview that allows the interviewer to build credibility through a brief introductory statement—and then show understanding through rationalizing.

The NRSS indicates that shoplifting accounted for 35.7 percent of the reported shrink in 2017, which is down from 39.3 percent in 2016.

At first, this may seem like an issue that involves only the retailer. However, the decision to ignore generally accepted cash and merchandise controls has far-reaching implications.

Even though we might ultimately deny a request, we don't want to do so in a way that creates an adversarial relationship with the subject. Think about it like this: nobody likes being told no.