If there’s a Hiccup in Your company…
Performance Problems
Use key job elements for employee selection, development, organizational planning and strategic alignment.
Identify individual or group performance gaps.
Plan, monitor and measure to reinforce any needed changes.
Clear communication between management and employees about options, accountability and expected outcomes.
Clear, consistent and cohesive decision making and documentation.
“I’d recommend RYAA to organizations that need
help in…creating a healthy environment that’s
effective at minimizing human resources issues.”
Glen Hentges
Former CFO,The (Kaiser) Permanente Federation
To Help That Occur…
Executive coaching and career Planning for key executives and organization leaders
Highly tailored, individually designed periodic and/or ongoing coaching and counseling. It becomes the foundation for a strategy and professional development/career exploration.
Job search guidance and resume/marketing strategies for internal and external options. Organizational and/or individual transition guidance, if needed.
Facilitation, conciliation and mediation in problem solving.
If Needed…
Reduction in Workforce/RIF
If organizational change is needed, consideration and discussion of alternatives and options to a RIF.
Be aware of impact. Plan, implement, using job related, consistent criteria.
If a RIF is necessary, then decide how to do it using a streamlined decision making process.
Are you choosing the right people for current and future organizational needs?
Manage, plan, document and coordinate confidentiality in communications.
Coordinate logistics, timing and scheduling, and documentation.
Implement the process to align with business objectives and equity.
Disability Consulting
Define essential job functions/job descriptions.
Engage in, document and guide the interactive process. Define employee restrictions and benefits.
Explore options…to return or stay in the workplace and decide how.
Adept negotiating mutually acceptable solutions/accommodations.
Align with similar situations for consistency.
Dealing with possible workplace conflicts and complaints
Workplace investigations and conflict resolution…When is a complaint a complaint?
Has an employee indicated that “something is wrong?”
Has a manager observed inappropriate employee behavior?
These situations may trigger the need for more information. It may be a straightforward situation that can be quickly resolved, or it may be a more subtle and complex set of circumstances requiring diplomacy and skillful interviewing to define the issues and design effective and tactful solutions.
RYAA effectively solves employee or managerial issues through in-depth fact-finding, data analysis and review of resolution options. If an investigation is called for, our investigations are objective, thorough, timely, well-balanced, tailored to the situation, well-documented and discreet. Conducted by insightful and experienced staff, our investigations are closely coordinated and can be performed under attorney/client confidentiality. We provide practical, down-to-earth resolution advice designed to minimize liability, reduce risk, manage communication and prevent future issues.
Prevention of possible employee complaints can range from a formal investigation to conducting an environmental review and analyses.
Conflict Resolution. RYAA helps you explore options, such as in-depth highly tailored individual coaching or “charm school” to address problematic management style. RYAA conducts formal and informal mediation/facilitation of conflict resolution.
We blend logic, common sense, and practical experience to prevent problems and guide you.
If All Else Goes to Hell in a Handbasket…
Expert Witness Consulting and Testimony
Case assessment covering unique characteristics of a situation and HR policies and practices.
Position assessment and options.
Define available and relevant documentation.
Consult/advise on case elements, planned witness depositions and discovery requests.
Can include labor market review and coordination of job search efforts in alignment with job search options, efforts and direction for mitigation of damages.
Prepare/suggest relevant witness declarations (if appropriate).
Prepare and participate in planning for deposition and possible trial testimony.