Ombudsmen Should Provide a Safe and Impartial Space
https://www.linkedin.com/pulse/safe-space-how-does-benefit-employees-mervyn-malamed
In my experience I have come across an Ombudsman that was unaware of how important neutrality is in a dispute. He was asked to talk informerly which he declined. He was asked to deal with a infringement of OH&S in relation to senior management, which he ignored (no response). He was asked to provide closure in a conflict, which he declined. He was asked to review a case, he didn’t respond. He appeared to be working in a colleagial relationship with management. This taught me the importance of impartiality and natural justice in workplaces. Without it nepotism can thrive. Justice in truth is to be fair, if an organisation is biased or unfair people lose trust in authority and realise they are not valued equally. This is when discord and conflict arises. If there is no safe space where a disputant can go, then they become isolated.
For many, work is equated with survival. Perceived threats to one’s livelihood can induce a whole host of fearful reactions which may have more to do with our ‘fight or flight’ instinct than the situation in which we find ourselves; this is where the OO comes in…
Sometimes, all that is required is a bit of clarity on an issue and a fresh and unbiased perspective. Workplace matters don’t necessarily require formal administrative intervention. OOs are meant to complement formal dispute resolution structures, not replace them; through providing an objective ear, unclouded by emotion, in a ‘bully proof’ space; OOs enable employees to air their grievances without fear of retaliation.
If required, an OO will present an employee with a few behavioural techniques which are more conducive to effectively handling small disagreements as they arise. In most cases it is possible to resolve issues from a grassroots level. This saves capital and frees up time for the task at hand. It also serves to empower staff into taking matters into their own hands. This raises general confidence levels thus positively influencing work morale.
Many employees are reluctant to pursue formal channels within their work environment due to a potential conflict of interest and consequent fear of reprisal. On occasion, it’s helpful to understand what your options are and explore potential consequences before carrying out an official plan of action.
How many times have you failed to address an issue or concern at work in fear of appearing ignorant or inciting anger in those whom you deem to hold more power?
What are your options?
How do you explore them?