Let us help you address complex problems in a way that allows you to move toward more productive and healthy working relationships.
Our intervention services will assist you in providing:
- Resolution of individual or team conflicts
- Stay at work plans to resolve complex performance or interpersonal concerns
- Return to work plans that support employees to be a contributing member of their team
- A process to create a team agreement that is both sustainable and effective
- An approach to performance management that can increase employee commitment
- All of our approaches are practical even in situations where mental health may be a factor
Team Resolution
Mary Ann Baynton & Assoc. has been successfully engaging groups in developing plans to resolve their own team issues for over 15 years. Her philosophy is that no outsider can effectively or sustainably come in and dictate how a team should interact or how they can reduce workplace stressors including conflict, bullying behaviours, or personality clashes. Each team is as unique as its members and only they know what is required to provide a workplace that allows them to thrive. We support the team to commit to an approach that will work for them.
Our approach is to engage each team member to privately and confidentially discuss their own recommendations for resolution. We look for themes and patterns among the various responses and put together a plan that the team can not only commit to, but have created for themselves.
What has made this process so successful are the following elements:
- Objectiveness of the interviewers in honouring all voices.
- Confidentiality for each interviewee.
- Identification of themes and patterns related to how the team defines a healthy work environment.
- Co-development of an accountability process that team members will use respectfully with each other.
- A final agreement that does not assign blame or rehash complaints. Rather it specifies how the team will work together and interact going forward.
This process is intended to happen before the need for a formal investigation. Once the situation legally requires an investigation, our recommendation is that you don’t begin this process until the investigation has been concluded to improve the chances that all parties will be able to commit wholeheartedly. Members are much more committed when they all contribute to a solution without the threat of discipline.
Return-to-Work Process
When an employee returns to work, especially after a stress-related leave, there may be fear or uncertainty on the part of the supervisor and/or co-workers, as well as for the employee. In some cases, unaddressed performance or attitude issues, previous conflicts with co-workers, or concern about ongoing behaviours in the workplace can be barriers to a successful reintegration into the work routine. Medical notes do not usually address any of these issues.
Our return-to-work planning is not a replacement for sound medical or rehabilitation programs, rather it is the way for workplaces to ensure they have done all they can to allow the employee’s return to be successful in terms of productivity, performance and sustainability. We have experience and feel confident supporting complex and diverse situations involving a range of issues.
We are experienced creating plans for employees living with with:
- Depression
- Bipolar
- Anxiety
- PTSD
- OCD
We have worked in:
- Unionized environments
- Healthcare
- Educational settings
- Industrial
- High-risk settings
- Corporate head offices
- Small business settings
Some we have helped have roles like:
- Educators
- Executives
- Healthcare workers
- Municipal workers
- Frontline workers
- Many others