What is the NUMBER ONE factor in maintaining a union-free workplace? Employees who DON’T WANT a union!
It seems obvious, but it is surprisingly overlooked. Keeping employees happy in their work environment is the most effective proactive effort you can make. The two critical components required are:
- Knowing what employees think of their work environment and responding appropriately to their feedback, and
- Training front-line supervisors in the soft skills required to provide effective leadership to their work teams.
Can you secure a valid return on investment from your training efforts? You can if you train on the right content, in the right sequence, using the right adult learning protocols. Strengthening your supervisors soft skills and building a sensitivity to union organizing activity is a solid one-two punch for your positive workplace strategy.
Benefits: Build crucial soft skills of leadership at the front lines of the organization; reinforce the confidence of front-line supervisors to answer employee questions about union issues; have a “jump team” prepared to respond to the first sign of union trouble.
This is the backbone of positive employee relations interventions. Proper survey instruments get an accurate and objective pulse of a work group, identify vulnerable locations, segment worker groups to easily identify issues that effect (and can improve) specific employee groupings, prioritize action areas to direct limited resources to the areas where they will have the biggest impact and provide legal protection from baseless union claims of bribing employees or soliciting grievances.
Benefits: Employees feel “listened too” when action plans evolve from survey data; training can be prioritized based on survey results; risks can be identified and addressed.