Poor workplace performance is often due to issues that have not been resolved and have been left to fester. This can result in people feeling undervalued, disrespected, and detached from others and the organisation’s aim and mission. People’s responses to these situation can range from detached to violated. Their responses can range from disengagement, depression to violence. It is easy to see how this undermines performance, increases risks to health, safety and wellness, and puts the organisation at risk for formal disputes.
Some examples are:
- Working relationships or environments that people find difficult
- Performance concerns
- Issues relating to appointment or promotion processes
- Experienced or observed instances of bullying, harassment or discrimination
- Hesitancy or fear of returning to work after illness, injury, or stress leave
- Impact of remote working on team dynamics
- Adverse events
What if the workplace balance could be restored into a place where people perform at their best, and are satisfied that they had a great day?
We can help by providing impartial, external advice, guidance, and informal resolution. Every time we work with people, we help them to see it as an opportunity for learning and development.
We offer a range of skills, experience and services to diagnose and then apply restorative resolution to achieve healthy workplaces in terms of workplace culture, interrelationships, quality of output, health and safety, productivity, and optimal performance.
We bring a combination of skills and experience including Workplace Restorative Practices, Mediation, Conflict Coaching, Facilitation and Training. This helps the organisation to resolve conflicts early, perform better in teams, and create and maintain respectful workplace culture.
Workplace restorative practices underpin our approach to promote healthy workplaces through workplace culture, interrelationships, quality of work, health and safety, productivity, and performance. Proprietary diagnostic tools identify and monitor drivers at the systems level which allows for system correction and monitoring to support a functional and healthy
Connecting leadership to the front line
Workplaces are currently undergoing significant change, and, looking forward, the pace of this change is unlikely to lessen. Demands for equality, diversity of people and thought, accountability, fairness, and kindness are collectively challenging organisations to do better – in particular with managing conflict and supporting team performance. The question for leaders is how?
Organisations are made up of people – talented, qualified, and hard working – who expect to be treated with respect and dignity in return for their contribution to the organisation. This includes preserving their health, safety, wellbeing, and work-life balance.
People have a lower tolerance for ineffective systems and autocratic leadership. When they are unhappy, they leave – often loudly. Organisations risk losing reputation, value and market share if they behave unethically or fail to foster safe and constructive workplaces.
Orange Umbrella’s research has measured these changes over the last 15 years. We have found that it is critical for leaders to be proactive by practicing ‘visible’ leadership. This includes knowing what is actually going on for people in their organizations, actively engaging in initiatives to address concerns, and being held accountable for their actions and decisions. Often they also need the skills and support to engage with their people in a fresh and productive manner.
Orange Umbrella’s tools and practices are purpose-built to meet these needs. We apply our processes to real-time organisational challenges identified by the people working within the organisation. As we work, we support the development of the practical skills that leaders and teams need to achieve optimal performance.
Working with you
Conflict is difficult for most human beings. In the workplace it can lead to intolerable stress on individuals and teams which can ultimately impact on the effectiveness of the whole organisation.
A company focus on resolving disputes often overlooks the far-reaching impacts that disputes and unresolved conflict can have on a workplace. Restorative workplaces understand that there is often ‘leftover’ bad feeling that can fester and grow if it is not appropriately addressed.
Restorative workplaces have skills and tools to provide those impacted with a safe environment to express their perspective and how they have been affected. It also provides those who have caused harm to acknowledge the impact of what they have done and give them opportunity to make amends. These skills and tools can be effective in addressing issues before they escalate and in responding to unpredictable events such as a death or an injury that can traumatise a workplace.
Developing restorative workplace skills, tools and processes
- helps build and preserve teams,
- acknowledges the significant value placed in people in an organisation, and
- allows improved effectiveness and productivity.
Respectful behaviour does not just happen. It is the result of mindfully maintaining relationships and renegotiating behaviors to achieve the culture that a work group is aiming for. The intention for respectful behaviour is set at an organisational level, and we work with groups and teams to put this into action. We combine our diagnostics with group restorative process and team mediation.
High Performance Workplaces
Work that is high risk requires great systems and supports for people to work at their best: effectively, efficiently, safely while maintaining their health and wellbeing. Some industry examples are health care, fire and emergency, electricity supply, construction, aviation, manufacturing, waste management, primary industries, universities and more.
The balance between the demands of life and work needs mindful attention. When workers are supported with the systems, equipment, and workplace culture they need to get the work done, the balance is restored to improve worker resilience. This leads to a high return on investment for a workplace in terms of reduced absenteeism and better productivity.
People expect to be respected and supported in their work. They expect to return home safely and in good health at the end of each day. Checking in with employees on their wellbeing in a restorative way preserves dignity in relationships and promotes great workplace culture. Over time toxic relationships and culture can fester due to changes, work stress or adverse events.
We diagnose where the issues are and create the safe space to start the healing process.
Health and safety
Most companies achieve health and safety compliance already. The problem is that compliance is not specific enough to your organisation, and operational goals compete with what “should” be done. Don’t put your people in a position where they have to choose between a compliance tick and doing the right thing. The information we gather from your people is used to take health and safety beyond compliance to ensure that programs and systems actually work for workers’ efficiency, productivity, and workplace culture. Get the return on investment in health and safety systems and training that you and your people deserve, and keep your most valuable assets safe.
Management of illness and injury
Stay at Work and Return to Work programmes help people to keep working even with an illness or injury. Specialist advice about appropriate work during illness and injury and confidential early resolution and mediation services can help employers to extend a safe and customised pathway for workers to stay engaged in their work, and successfully recover and return to full duties. The employer retains valuable skills and experience, and the employee feels respected and valued. Looking after employees this way is part of a respectful workplace.
how we do it
Groups sometimes struggle to work effectively through complex issues by themselves.
Rather than avoid issues, we can assist a group by facilitating a discussion or a meeting.
The role of the facilitator is to manage the conversation so that everyone is able to participate and, where there are contentious issues, facilitate the productive airing of differences of opinion so that the group achieves it’s agreed objectives.
Organisational leaders and people practitioners (HR, facilitators, mediators, health and safety practitioners) spend most of their time supporting others, often dealing with sensitive and confidential matters.
Professional supervision provides a regular opportunity for leaders and professionals to reflect on their practice with a skilled and supportive colleague. Sometimes this can be unpacking a tricky situation, or celebrating a success, or identifying areas for further growth.
Regular supervision provides an oasis for practitioners to safely reflect and to ready themselves for the next leg of the journey
Restorative practice refers to a relational way of responding to wrongdoing and conflict that seeks, above all else, to repair the harm suffered, and to do so, where possible, by actively involving the affected parties in facilitated dialogue and decision-making about their needs and obligations, and about how to bring about positive changes for all involved (Marshall. C).
Based on principles of inclusive decision making, active accountability, a commitment to repairing harm, rebuilding trust, and preventing re-occurrence, a restorative process aims to rebuild the implicit social contract through addressing hurt and harms and developing a joint plan for returning to a productive workplace.
Mediators provide a safe place for difficult conversations to happen.
Mediation is an informal process led by an objective even-handed third party. We provide mediation to workplaces including restorative practices where needed.
Many of us struggle when we find ourselves in conflict and it can weigh heavily, sometimes in all-consuming ways. But conflict has the potential to provide insight, bring about change, and promote innovation. Conflict coaching can help you unpack conflict and develop a plan for moving forward. We can help you build your skills and confidence in how to address tricky situations in a way that works for you.
Evaluation and Research
The mainstay of managing high performing workplaces is data. Data can come from systems and machines, but the most important is the data coming from people. The data generated by Orange Umbrella® is highly specific, valid, reliable, and easy to work with. Academically tested and rigorous leading indicators evaluate company systems to predict risk outcomes. You get the right high quality data for measuring improvement.
INCREASE YOUR WORKPLACE PERFORMANCE TODAY
Email us: firstname.lastname@example.org
AUCKLAND, New Zealand
Mobile: +64 21 354 707