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Restoring the Workplace After a Harassment Investigation with ADR Institute of Alberta
April 7 @ 9:00 AM - 4:00 PM MDT
Positive relationships with others at work are an essential part of one’s job and career. When there is a rupture in work relationships – such as those caused by a harassment investigation – “Employee Centered Resolution” processes can be used to supportively coach employees to regain their footing after conflict.
Employee-Centered Resolution may help employees present their views, think about what they are saying, what is being said by the other, and to make their own decisions on how to understand the situation and their options. Employee Centered Resolution processes can also become an integral step in re-engaging and reintegrating employees after a harassment investigation.
Through lecture, case study discussions, roleplays, and individual exercises, participants in this session will: • Be able to compare and contrast the problem-solving mediation approach to that of the “Employee-Centered Resolution” process • Practice interventions associated with the “Employee-Centered Resolution” process • Learn skills needed to follow the parties lead, amplify conversations, and allow the parties to decide • Learn about the link between workplace- strained relationships and psychological distress • Appreciate that bystanders and witnesses are vulnerable to negative responses and even illness when working in a context where there are abusive or perceived abusive interactions.
Employee-Centered Resolution processes are based in self-determination theory (SDT) – a framework that reasons how an individual’s psychological needs for autonomy, competence, and relatedness – correlates positively to job satisfaction, better health and increased productivity (Gomez-Baya & Lucia-Casademunt, 2018). It also highlights the importance of work relations that are friendly and supportive.
Strained relations are inconsistent with productive work, and they also impact employee feelings toward other co-workers and the organization as a whole. Extreme examples of strained workplace relationships often include allegations of abusive interactions such as harassment, yelling and bullying, as well as physical and sexual advances (Trépanier, Fernet & Austin, 2013). Those who target other employees, employees on the receiving end, or who perceive they are being treated poorly experience poor workplace health. The repercussions for the employees involved, as well as the organization, are significant and include lost time, decreased productivity, and employee turnover (Leiter, Frizzell, Harvie, & Churchill, 2001).
Heidi Erisman – MC, MBA, BGS (Psych) Heidi Erisman, MC MBA BGS (Psych), is a senior associate with INSIGHT Corporate Care and a counselling therapist with INSIGHT Psychological. Her professional background includes 12 years as a mental health therapist and twenty years as an Executive Director for not-for-profit and public sector organizations. She has experience and training in assessing and intervening in dysfunctional conflict and performance deterioration, promoting employee wellness and workplace psychological health, and addressing workplace harassment, bullying and violence. On behalf of INSIGHT Corporate Care, Heidi is a frequent lecturer and trainer for companies who are concerned about the new relevant legislation and changes to Alberta’s Occupational Health and Safety Act designed to protect the health and well-being of working Albertans. Heidi offers training that examines the legislation and provides employers and employees with strategies to address workplace harassment, bullying, and violence. Heidi teaches evidence-based approaches designed to cultivate a psychologically healthy workplace environment.
WHO SHOULD ATTEND THIS TRAINING:
• HR professionals, Managers, Directors
• Organizational (OD) consultants
• EAP Personnel