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 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.
The use of positive approach in union avoidance strategy is like hitting two birds with one stone, you get to keep your employees productive at the same time the possibility of forming a union is minimal. 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.
If you are looking for an effective employee relations platform then you must begin with the type of management style you are using to run the company, this should be inclined towards a good teamwork rather than dictatorship. 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. 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. 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.