Many folks are not aware of  what an Ombuds does or why installing an Ombuds is so beneficial to organizations.  We define the Ombuds role many ways.  Let me give you a working description I like for outsourced or fractional Ombuds.

An organizational ombuds acts as a trusted advisor for leaders seeking objective guidance, information and insight in areas such as proactive decision-making, risk assessment, systemic change efforts, workplace engagement and productivity, as well as conflict resolution. 

Ombuds do much more than you think!

Today, I’ll share 6 ways an Ombuds program helps your organization to succeed that are especially relevant right now.

 After 23 years of running my Ombuds biz, talking about the benefits of Ombuds is still my favorite topic. Presenting, in no order, the  6 benefits of implementing an Ombuds program:

#1 Problem-solving Ombuds use their problem-solving skills to identify big risks and uncover small issues before they become bigger problems. Ombuds are especially helpful with gray issues that are sensitive, complex, or outside your team’s Skillset. Do you have someone focused solely on resolving organizational, systemic issues?

#2 Early warning system Ombuds sound an early alarm about hidden issues like unethical conduct, flawed procedures, and leadership issues. For example, a CEO had a blindspot and wouldn’t consider women for senior leadership roles. Individually, the women had trouble being heard, but the Ombuds helped them raise the issue and take action.  By the way, did you know that 49% of employees neglected to report something out of fear of retaliation?  What is happening that leadership doesn't know about?

#3 Saves manager time  Managers spend 25% of their time resolving conflicts which lowers productivity. (Univ of OK). Employees spend 2.1 hours per week on conflict ( Myers Briggs).  Your Ombuds helps you be more productive 1) teaching managers to how to coach employees to solve conflicts and 2) acting as a mediator tor resolve disputes.

How much time and money could your company reclaim if you freed managers up?

#4 Improves relationships.  Communication errors are the #1 cause of conflict. We do not promote most managers for their people skills, which makes it difficult for them to gain employee trust. Ombuds offer real-time coaching to improve emotional intelligence and communication in managers, leaders and HR.

#5 Demonstrates transparency and builds trust 3 out of 4 employees want more transparency at work on big issues like job growth and salaries. You show employees that you are interested in hearing employee voices and are willing to take action, which increases trust. Ombuds strengthen the relationship between employees and leadership. 

#6 Increase HR effectiveness.

HR and Ombuds are separate and independent from each other but also need to collaborate. The HR team needs to be trained on how to interact with the Ombuds because sometimes there is resistance to the role. HR leadership and the Ombuds should meet quarterly for a high-level trend discussion.

HR  plays a major role in helping a company thrive when it has the time.  The amount of work for HR has increased significantly these days. Ombuds free up HR to focus on the strategic business goals instead of being consumed by employee disputes.