Learn from your most trusted investigators
See how they keep every question open, neutral and fair
Employee relations
Hard conversations handled with care and consistency
Lifelike employees built from your policies. HR partners practice the conversations that carry the most risk, and every one is evaluated against the standard your most trusted investigators set.
Melro evaluates how the conversation is handled, never the employee’s case
What changesWhat great looks like
What great looks like
every time
Built for hR business partners, employee relations specialists and workplace investigators
Rehearse the conversations that carry risk
Complaint intake, investigation interviews and performance plans, before they happen for real
Consistency you can show
Every result ties to the exact words and the standard it was held to
The evidence
The moments that change the conversation
Select a moment to see the exchange, the standard and what Melro found
With Melro
Give HR teams lifelike practice for the conversations they can’t afford to get wrong, and evaluate every one for neutral questions, no prejudging and accurate next steps.
Why it matters
Complaints, investigations and performance conversations carry legal risk and human weight, and every word can matter later.
By the numbers
- The EEOC processed 88,201 new discrimination charges in fiscal 2025 and secured $660 million for 17,680 victims of employment discrimination. U.S. Equal Employment Opportunity Commission, FY 2025 agency performance results (2026)
- Only 58% of employees who experienced or witnessed inappropriate behavior at work reported it to their employer, down from 64% in 2019. SHRM, reporting HR Acuity's survey of 2,055 U.S. employees (2023)
Take the complaint without prejudging
Employee (practice counterpart)“My manager keeps making comments about my age in front of the team.”
HR partner“Thank you for telling me. Can you walk me through the most recent time it happened?”
Your standard
Thank them, stay neutral, ask open questions about specific events, and explain accurately what happens next.
The evidence Met
Met at 01:30. The HR partner thanked the employee and asked an open question about a specific event, without judging the manager.
Ask neutral questions
Witness (practice counterpart)“I was in the meeting, yes.”
Investigator“So you heard him make the comment about her age?”
Your standard
Ask open, non-leading questions; never suggest the answer or reveal what others said.
The evidence Missed
Missed at 06:12. The question assumed the comment was made and told the witness what the complaint was about.
Explain a performance plan honestly
Employee“So is this the first step to letting me go?”
HR partner“The plan is there to help you succeed. Your manager will meet you weekly, and we’ll review progress together on the 30th.”
Your standard
Answer the direct question honestly, explain the support and the dates, and never promise an outcome.
The evidence Partly
Partly met at 04:40. The support and review date were clear, but the employee’s direct question about what the plan means went unanswered.
Two ways inFor your team
For your team
or for the firm that trains them
Make your best people’s standard everyone’s
Bring one conversation your people have to get right. We’ll show you how it becomes your first exercise.
Book a demo ↗For HR-training providers
Turn your method into lifelike complaints, witness interviews and accommodation requests, then see how every conversation is handled, in practice and for real
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See it with your conversations
15 minutes with our team. Bring one conversation your people have to get right.