CREATE A POSITIVE WORK ENVIRONMENT

STAFF MEMBERS

one

Be proactive in proposing new ideas and ways to work collaboratively within the team and with your manager.

 

two Look for opportunities to have informal dialogue with your manager, who is often the best resource for clarifying any concern.

 

three You may bring suggestions for the improved well-being of the department or office to your staff representatives, who engage in dialogue with the department head. Some departments and offices have working groups for work-related enhancements.

 

four Prepare yourself to communicate and resolve a problem with help from confidential resources. If you need help to handle your own stress or discomfort contact the Staff Counsellor’s Office. Off-the-record, impartial help and informal conflict resolution is the role of the Office of the Ombudsman. If the problem is an ethical dilemma, contact the Ethics Office.

 

five Never "live with" any type of harassment or abuse. Become familiar with the SGB on the prohibited conduct. If you cannot or do not want to go to your manager, you can seek help from the HR practitioner for your unit, the Ombudsman’s Office, the Staff Counsellor’s Office, or a member of the Conduct and Discipline team in peacekeeping missions.

 

six Become familiar with how the internal justice system works. Formal mechanisms for resolving disputes, should they be needed, are independently established and administered because UN staff members cannot pursue employment-related claims in national courts.

 

Use the tools and resources of the offices listed here.

MANAGERS

one Set the tone for positive relationships with and among staff members. The higher levels of responsibilities carry higher accountability for an open and inclusive style of working together. The Standards of Conduct say it well: “Managers and supervisors are in positions of leadership and it is their responsibility to ensure a harmonious workplace based on mutual respect…”

 

two Have regular, on-going discussions about performance expectations, goals and progress with team members.

 

three Talk to the designated Focal Point for Women in your department or office and consider how you can implement the suggestions made to the Head of Office or Department for strengthening working relations.

 

four Seek guidance and assistance to address professional concerns or personal issues if you are facing a challenge in your unit and you aren’t sure how to approach the situation.

 

five Make it clear that there is ‘zero tolerance’ for any form of harassment or abuse. Take any allegation of harassment, sexual harassment, and/or abuse of authority seriously and see that it is fully investigated. Seek advice from the HR practitioner for your unit.

 

six Prevent the types of issues and problems that have been heard in cases before the formal justice system by reviewing the ‘lessons learned’ files to gain insights that will enable you to manage more effectively and address issues early.

 

Consider a team-based workshop customized for your unit that will engage you and your staff members in developing strategies for working together more effectively.

 

eight Use the tools and resources of the offices listed here.

Important documents: 
Other related links: 
Guide to Dispute Resolution at the UN
Explains in detail how and why the informal and formal dispute resolution mechanisms work and how to consult the relevant offices.
The Roadmap: A Staff Member’s Guide to Finding the Right Place (PDF)
A reference guide developed by the Ethics Office with information on the proper resource for staff members with various needs.
UN Ethics Office
Confidential advice and guidance for staff members at all levels and all duty stations for preventing and managing ethical concerns, by telephone, email or in person.
Office of the Ombudsman
Neutral, confidential and independent ombudsmen and mediators assist UN staff members at all levels to address their work-related concerns and help to resolve conflict through informal means.
Office of the Administration of Justice
The internal justice system exists to address situations where staff members have not been able to resolve an issue where they feel that their rights have been violated and the rules or processes of the Organization have not been respected.
Office of Staff Legal Assistance
Staff members (including former staff members or affected dependants of staff members) who wish to appeal an administrative decision, or who are subject to disciplinary action, have access to legal advice and representation through this office staffed by full-time legal officers at UN Headquarters in New York, Addis Ababa, Beirut, Geneva and Nairobi.
Management Evaluation Unit – Lessons Learned and Guidance for Managers
Accessible on the UN Network. Managers can benefit from the compilation of lessons learned from decisions in cases heard in the justice process that provide guidance on preventing and resolving differences.
Staff Counsellor’s Office
Confidential psychological ‘first aid’ for staff and families requiring immediate psychological or emotional support, and short-term individual and group counselling sessions provided by highly qualified mental health professionals. Confidential consultations to managers on issues related to the well being of staff and training programmes to help staff build emotional resilience and cope with personal stressors.
Preparing for a Difficult Conversation
It is important that we speak out when difficult issues arise in the workplace, but typically these will not be easy conversations. The secret to a successful difficult conversation is to prepare. This is a tip sheet that shows you how.