Federal governmental organizations and their employees face a dynamic environment often shaped by economic factors and a shifting demographic workforce.
Changing population demographics and technology have impacted the allocation of economic resources in the federal budget. As a result, the industry has seen a shift in what once were considered essential services resulting in staff reductions, while other areas have required an increase in the number of staff and the type of worker hired.
Added to the complexity of these changes is the need for succession planning as older members of the workforce begin to retire, and new employees are brought on to help backfill the attrition as a result of the aging workforce.
The increasingly diverse and expanding workforce made up of peers from different ethnic, cultural, linguistic, and religious beliefs has resulted in communication challenges, differing expectations, and conflicting work ethics. Federal employees are no longer challenged with just fulfilling their roles, but are also challenged with being able to work productively with their peers in the same work environment.
As a result of the changing resource allocations, technology impacts, and hiring of more diverse workers, Federal organizations are challenged with issues of resentment on the part of long time employees and their peers, resistance to change, individual, team, and inter-departmental conflict, and in some cases, workplace violence that impacts the home, workplace, or community.
Behavioural issues often surface in the form of activities such as bullying, harassment, conflict, hostile workplaces, gossiping and ostracizing, negativity, team conflict, and in more extreme cases, physical violence in the workplace, home, or community. Taken further, when these issues are investigated, it often leaves individuals or groups in a position, where, after the investigation, they are unsure of how to act, communicate or interact with each other in a productive manner.
Faced with these daily challenges, Federal employees, line managers, senior managers, and executive management may lack the skill sets and training required to identify, address, and resolve these challenges. Federal organization’s immediate reaction to addressing these issues tend to be the implementation of organizational compliance requirements in the form of policy and procedures. But often policy and procedures are not sufficient to create the necessary behavioural change – often behavioural training and coaching is required in order to create the necessary awareness, education, and behavioural changes within the organization.
Our Organizational Compliance, Conflict Management, and Workplace Violence Prevention solutions have been developed to help address these situations and ensure that the organization remains a healthy workplace and promotes a respectful work environment. Our solutions provide all levels of staff, including management and senior management, with access to the training or consulting solutions they need in order to continue productivity and maintain a respectful workplace in addition to being able to deal with ongoing behavioural, workplace violence prevention, and communication challenges.
Who is this for?
Managers, senior management, director, executive management, HR Staff, HR managers, team leaders, employees, call centre staff, front line staff, Vice-president HR, Vice-President Call Centre, VP Operations, General Manager.