The Positive Approach of Union Avoidance Strategy
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. There are different articles that would suggest the different effects if employers oppose the idea of forming union among their workers. 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.
When it comes to union avoidance strategy, you must not just focus on the negative approach – to keep the union away but also to those constructive strategies that will do the latter and keep the workforce efficient. 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.
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. In this approach, you need to see management in a different manner, management should not be solely based on the roles that employers and employee has, by this it means employers should not just be seen as high almighty beings while the employees are mere followers. 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. A clearer explanation of the latter is that each individual working for the company contributes to the accomplishment of the 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. 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. If these kinds of things are done properly then employees will not have any thoughts of forming a union since they know for a fact that the company values their presence. 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.