Most often, employees lack trust in Human Resources or Compliance departments for their concerns. As a matter of fact, research shows that 7 out of 10 employees do not trust HR.
The Ombuds is the first line of contact for any employee in a organization (regardless of occupation) to express conflict, concerns, and grievances. Ombuds complement HR, Employee Relations, and other departments by operating within four standards: confidentiality,informality, neutrality, and independence. The best part is a visitor (employee seeking the support of an Ombuds) can discuss concerns virtually without being seen entering or exiting an office, which provides a higher level of comfort for sharing and building trust. The Ombuds plays a critical role for improvement of the work culture by reporting issues plaguing the organization due to conflict, thereby saving the organization time, costs, and a damaging reputation.
Contact In Agreement Dispute Resolution to learn more about setting up an Ombuds Charter for your organization.
How an Ombuds Supports an Organization:
Helps visitors make informed decisions regarding their concerns
Facilitates between disputing parties
Interprets corporate policies
Provides conflict resolution training
Complements other administrative resources
Builds trusts among visitors to share grievances
Uses fact-finding strategies and confidential data reporting
Provides upward feedback for improvement of systemic issues
Click here to learn more about how an External Outsourced Ombuds can help your organization.
Click here to view a short video on how an Ombuds is an effective solution to transforming the workplace.