Learn why savvy small companies call in an Ombudsman before office tensions and interpersonal issues escalate beyond control.
(PRWEB) December 2, 2005 -- It all started when Richard Passarelli and Alan Siggia said no.
Frustrated by office tensions, the co-founders of Sigmet, a firm that designs data processors for weather displays, decided to use a new strategy, private Ombuds services, to create a more productive, peaceful workplace..
They hired Dina Beach Lynch of WorkWellTogether.com to be their Ombudsman.
The entire office is now enjoying better communication, less duplication of effort and more stress-free days. Sigmet says that having a neutral person help resolve tough or awkward issues has made a real difference. Senior management gained 30% more time and colleagues are working more efficiently. Office morale improved dramatically.
Small companies, meaning those with 10-500 employees, can be easily overwhelmed when interpersonal issues arise among co-workers. It’s important to have an objective resource that is skilled in conflict management to turn to for advice and strategies.
Private organizational Ombuds like Lynch act as a safety value and early warning system. They provide a neutral sounding board for staff to vent and pose questions, as well as a resource for management when considering practices and policies.
By investing in communications skills training and creating a positive company culture, small business owners send an important message to their teams—we value collaboration—which can translate into increased client satisfaction.
Are you wondering if an Ombuds is right for your team? Take the following test:
An Ombuds can make a difference for you if you answer yes to two or more statements below:
1. You're a business owner/entrepreneur/professional feels uncomfortable managing other people.
2. One or more leaders in your firm spend 25% or more of their time refereeing employee disputes.
3. Your staff thinks of itself as a family and acts dysfunctional.
4. You have one or more employees or partners that are viewed as difficult, or as people you ‘work around’.
5. You and others in your company describe yourselves as 'conflict-avoiders'.
Ombuds services will help, and are affordable when compared to the cost of litigation or lost clients or staff.
Here are a few tips to address a conflicted workplace:
1. Acknowledge that your workplace has conflict. Every workplace does to a certain degree. Naming the issue will normalize the situation and help people feel less isolated.
2. Become skillful communicators. Train your team to use mediation techniques to handle tough messages or resolve differences.
3. Set a good example. Be open to talking directly with your team and to facilitating their conversations with each other if necessary.
Dina Beach Lynch, JD, founder of WorkWellTogether.com, believes, “Fearless conversations will be the next big innovation. Small companies that have mindful employees who can skillfully talk through tough issues and develop workable solutions will be successful in any marketplace in any financial climate.”
For more information visit www.WorkWellTogether.com.
Sigmet and Lynch are featured in the November Special Issue of Inc. Magazine in an article entitled, Squelching Office Conflict.
This article may be used freely in whole or part. Special feature story inquiries welcome. Dina Beach Lynch is available for interview.
Contact:
Dina Beach Lynch
617 553-0423
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