There are a lot of things that managers can do to improve their relationships with employees and create an environment where union avoidance is possible. The most important part of this relationship is that management must be committed to training both themselves and their staff. This will allow them to interact on a level playing field with employees, giving them the tools, they need to have open conversations about any issues or concerns before they become serious problems that could lead to unionization efforts in the future.
Anti-union doesn’t mean anti-employee.
The first thing to remember is that anti-union and pro-employee aren’t mutually exclusive. In fact, many companies that are anti-union have also implemented policies that are pro-employee and vice versa. Proactive open-door policies, for example, can open-door both to employees who want a voice within their workplace and those who don’t want one at all.
But what is an open-door policy? It’s simply a company culture where employees feel comfortable approaching their managers with questions or concerns without fear of retaliation. A proactive approach means not only listening but taking action when necessary—whether that means training management on union avoidance or addressing employee concerns immediately, so they don’t escalate into larger problems down the line (or both).
Manager Training
Giving managers and supervisors the training, they need to be effective is part of that relationship. Training managers and supervisors on how to be effective leaders is one way unions can do this. Training helps them understand the needs of their employees, as well as how to resolve conflicts and listen to employees. It also helps them understand how important fair treatment is in the workplace.
More Management Training
The management should be trained in listening, fairness and understanding employee needs.Listening is a skill that needs to be learned. It takes time and effort to learn how to listen, but the rewards are well worth it for both you and your employees. Additionally, it’s important to listen to all sides of an argument or issue so that you can understand where everyone is coming from. You should also recognize when you are not being heard by your employees or members—this might be because they don’t feel safe speaking up or because they feel like they have no way of influencing management decisions. When this happens, there are things you can do as a manager:
Proactive open-door policies
Open-door policies are not just for unionized workplaces. The open-door policy is a way to listen to employees, hear concerns before they become bigger problems, and address issues before they become bigger problems. This is especially important in employee relations when you have people who feel like their voice isn’t being heard and don’t feel respected by management. Asking employees what type of training they’d like is another way to make the workplace a better place for everyone involved.
This will allow employees to voice concerns early so they don’t fester into something more serious. When you listen to employees, you will be able to understand their concerns and take steps to address them. This can go a long way in improving morale. In order for this process to work, it is important that your management team does not get defensive or angry at the employee’s suggestions. Instead, encourage them to come up with solutions for the problem at hand.
Get out of the offices and onto the floor
It’s important for management to get out of their offices and onto the floor with the employees on a regular basis. This is how you will know what’s going on in your organization. You may not see it or hear it when you’re sitting behind your desk, but when you walk around, talk to people, and listen to them, they’ll tell you what they need and where there are problems.
Conclusion
There are a lot of myths about unions and management training can help dispel some of those myths. And while unions may not be right for every company, they do have a place in today’s world. Management needs to understand what that place is so they can work with their employees to make sure both sides are happy and productive together
