Problem Prevention in the Workplace
What’s really going on in your workplace?
Are you making or planning changes?
Have you been hearing “rumors” of a bad apple?
What are you doing right, that’s effective?
You just finished a reorganization. Do the cultures and styles meld? Do values align?
Is performance matching expectations and your organizational values?
“I’d recommend RYAA to organizations that need timely and expert guidance on any and all human resources issues and in particular, when the resolution of the issue requires genuine courage – she is fearless.”
Peter Havas
Specialty’s Café & Bakery CTO, General Counsel & Company Secretary, 2007 – 2013
Ask The Questions
Where Do You Look?
What Questions Do You Ask…of Whom?
How Do You Address an Issue and Stay Focused on Your Goals?
Problem Prevention
We conduct personal interviews. You decide the scope, the parameters, the topics, the priorities and who is to be interviewed. We ask the questions. We drill down and probe. We pick up the momentary hesitations:
The look of confusion on someone’s face
The efforts to evade a response
The key questions to ask? Your choice. Depending on what you want and need to know…even if you don’t want to know. This process saves the organization a number of headaches including avoiding litigation, employee turnover and unvoiced employee dissatisfaction.
About Diversity and Inclusion
You may be wondering about management effectiveness and what you’re hoping to achieve. Diversity usually means a tangible snapshot of where you are. Equity is about fairness and consistency. Inclusion is about employee feelings and welcomeness. In today’s world, we may need to do a deeper dive around employee expectations and definitions of diversity, equity and inclusion. The process is designed to build a bridge between perceptions and fact, no matter now uncomfortable it may be.
Our Analysis is Not Just a Written Survey
We use confidential, personal interviews designed to creatively explore critical perceptions and opinions. Issues emerge in conversations focused on the nuances and subtleties in interpersonal and organizational relationships. Tech isn’t the answer in this type of quality investigation/assessment. Personalized interviews more sharply focus on the employee perceptions, opinions and possible solutions.
Call it an environmental scan, a cultural assessment. The entire process is artfully designed by RYAA to embrace, define and reflect the employer’s needs, wants in alignment with values and business goals.
Our highly tailored interviews target and synthesize the key information on each focused topic such as leadership and communication. We seek out both inconsistencies and consistencies, then we review and summarize our findings in an executive summary. Upon request, your RYAA team works to help you form the basis of “what next” and incorporating employee recommendations to build a foundation for future planning.
“She has an uncanny ability to quickly and accurately "read' people… She leverages her vast experiences in an approach that’s efficient and detailed yet supportive and effective.”
Gina Teeples
Former Chief Nursing Officer
Stanford Health Care/Valley Care