In many local government organizations, concerns surface late—after morale has dropped, relationships are strained, or employees have quietly disengaged. This webinar introduces the organizational ombuds as a practical, confidential resource designed to address issues earlier, when options are broader and outcomes are more workable.

Led by Sarah Hannah-Spurlock, ICMA-CM, this session explains what an organizational ombuds does, how the role differs from HR, and why informality and confidentiality matter in public organizations. Participants learn how an ombuds supports employees in thinking through concerns, identifying patterns, and deciding next steps without triggering formal processes or fear of retaliation

The webinar also explores common warning signs that an organization may benefit from an ombuds function, including repeat complaints with no resolution, overloaded HR departments, and low morale paired with silence. Real-world examples illustrate how unresolved issues can lead to turnover, lost institutional knowledge, and avoidable risk

Rather than focusing on one-off problem solving, this session frames the ombuds as part of a broader culture strategy—particularly useful during leadership transitions, strategic planning efforts, or periods of organizational change. Attendees also gain guidance on how to discuss the value of an ombuds with leadership by focusing on trust, retention, and risk awareness

If your organization is thinking about how concerns surface, how employees experience safety in raising issues, or how leaders receive early insight into emerging problems, this webinar offers a clear starting point.

Interested in discussing how an organizational ombuds could support your organization?
Contact me to explore options tailored to your structure, size, and goals.

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