The Positive Approach of Union Avoidance Strategy
Workers these days are now capable of forming a union and this is something that other employers are not really in consonance with it since this could threaten their position. 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. The most prevalent mistake that many employers commit is to think that employees wanted to form a union because they are after for more money. Employers must keep in mind is that union forming reforms were made because they were not able to provide a good employee relations platform, an increased salary is not just the issue in this matter.
In an employee relations program, the very first thing that you must look into is the type of management you are imposing, running the company like a control freak will not do any good, this should be focused on teamwork. 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. Management should be more of a collective effort between the manager and the employees, that success in the company are not just done by the managers or the workers alone but from the both group. In other words, each employee in the company regardless of their position is a contributor to the success of a certain company. Instead of bossing around the employees on what to do, managers treat each one of their subordinates with respect and help them in any way they can to accomplish their work. 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. At this point, the managers and employees are in one team, in other words the management regularly updates the employees what’s going on with the business, the milestones accomplished along with the challenges expected. 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.