Union Avoidance – How to Do it In a Positive Way
For other employers out there, they see formation of union as a threat since employees can now voice out anything they want to clear up with the employers, that’s why you can’t blame those employers who are against this. The implications of employers not wanting to form union among employees were already stipulated in different pieces of writing. If you want to know a thing or two on how you can execute a union avoidance strategy in a more positive approach then this article is what you are looking for.
It is important that employers don’t just focus on getting rid of any possibility of union formation but also to those positive things that will help them keep their workforce productive at the same time union free. One of the most common mistakes that employers commit is to perceive that the main goal of employees forming a union is to get more money from the company. What triggers these union forming efforts is actually the employers’ failure to implement a good employee relations program, this is not just about increasing their salary.
The first thing that you must take into consideration is good governance over your subordinates, by good governance the employee relations platform must be geared towards collaborative working rather than controlling the employees. There must be a different perspective when you talk about management; it should be just managers – the superior ones over the employees who are just there to follow everything the superior tells them to do so. Good management is all about workers working hand in hand with the managers to achieve a common goal and that is to take their company into greater heights. With that being said, whatever your position in the company, you are part of the success the company is having. And so, a good manager or employer treats their workers with due respect and help them in achieving their task instead of being a high almighty leader who is just there to make commands. The key to a better employee relations program is communication – this must be done both ways, meaning if something’s wrong on the side of the employee relations program they’ll talk to their managers and vice versa. With this the management discloses to the employees the status of the business along with the accomplishments and the expected challenges that they must overcome together. What must be done next is proper implementation of the latter for once this is done properly then workers will no longer think of joining or forming a union because they know the company knows and values their effort. Communication should not just become one-sided, this should involve the management listening to the opinions and suggestions of the employees, this way they can address those problems.