Grievances cannot be redressed unless they are known, and they cannot be known but through complaints… If these are deemed affronts and the messengers punished as offenders, who will henceforth send petitions?…Where complaining is a crime, hope becomes despair.
~ Benjamin Franklin
It’s not clear what is more detrimental to an organization: Having complaints or having stakeholders afraid to make complaints. Both are challenging. Both can be costly. A contract organizational ombudsman can be an ideal solution to both challenges.
An ombudsman is defined as: “a designated neutral who is appointed or employed by an organization to facilitate the informal resolution of concerns of employees, managers, students and, sometimes, external clients of the organization.” (Wesley) “The primary duties of an organizational ombudsman are (1) to work with individuals and groups in an organization to explore and assist them in determining options to help resolve conflicts, problematic issues or concerns, and (2) to bring systemic concerns to the attention of the organization for resolution.” (IOA)
She is always even-tempered and able to step outside of emotional attachment to help everyone move forward.
While many organizations would benefit from the independent, confidential, impartial, and informal conflict resolution services of an ombudsman, few need or can afford a dedicated full-time staff person. For a modest monthly fee, organizations of all sizes can benefit from part time contract ombudsman services. Our ombudsman services provide a needed and safe outlet for the concerns of all stakeholders of an organization. Services can include training your staff and helping to create customized communications to help maximize the benefits of ombudsman services for your organization. Contact us today to see how your organization might benefit from our affordable services.
Benefits of Ombudsman Services:
Increase customer satisfaction
Reduce discrimination and harassment
Reduce employee turnover
Increase compliance with internal and external guidance
Reduce litigation, negative reviews, and bad press
Identify systematic problems for appropriate and timely correction
Reduce workplace conflict
References and Resources