Awkward. Hostile. Difficult. Weird. These are terms used by team members and managers when individuals return to the workplace after an investigation has been completed following an incident. It’s not unusual for all those affected by the incident to find it difficult to return to being productive, as they are generally not sure how to behave or what to say.
Our Strategic Approach
Our Reintegration Support Services (RSS) is not designed as a fact-finding exercise, or as a mechanism for apportioning blame for behaviours and incidents that have left people feeling distressed, upset, angry or generally unhappy. Rather, we focus on assessing the critical perceptions and attitudes that are currently held by the team or managers following an incident. We determine how to best address those perceptions and attitudes in a way that will support the individual’s reintegration back into the workplace.
RSS follows a structured approach to understanding and capturing the perceptions, issues, and dynamics of the individual, the team, and the managers involved.
Researching the Problem
The first step in RSS is understanding the perceptions, attitudes and underlying issues held by those involved. This is done by conducting interviews with the Complainant(s), Respondent(s) and Manager(s) in a series of one-to-one meetings.
Analyzing and Addressing the Problem
With a clear understanding of the perceptions, attitudes, and underlying issues, our consultants are in the position to begin developing a coaching plan to help address these issues and perceptions.
Presenting the Findings
We will deliver a report confirming people’s understanding of the problem, any actions taken, and any relevant recommendations.
We maintain confidentiality with respect to the concerns and disclosures of participants and do NOT disclose specifics of the scenarios raised during the interview stage.
Additional ongoing coaching support is available as part of our annual support package.