The Positive Approach of Union Avoidance Strategy
As of today, workers now have the choice to form their own union that shall further protect their rights as workers but these somehow threatened employers who wanted to remain free from any type of union. Different articles would tell you that there are a number of implications if employers will remain union free. 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. 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. 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.
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. Management should not entirely focus on the idea of managers as the superior ones while the workers as the inferior group. Workers along with the managers must cooperate in order to accomplish their assigned task that will eventually allow them to achieve their business goals; this should how employers envision their management approach. A clearer explanation of the latter is that each individual working for the company contributes to the accomplishment of the company. 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. 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.