A More Constructive Approach in Union Avoidance
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 are one of those employers who are not really up for a union formation then you must read this positive approach of union avoidance strategy.
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. 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.
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. In this kind of management approach the main goal is for employees not to feel like disrespected and violated rather they are encourage to work even better because their managers are there to help them. Communication is still the core recipe to a better employee relations program, in other words, there must be an open line of communication between the employees and their managers. If there is a good communication then the management will be able to discuss with their employees how their business is progressing in the industry along with the challenges and accomplished goals. 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.