Is Your Company Ripe for Unionization?

1. June 2009 by Dan Trudell.

President Obama has promised his union supporters that he will attempt to push some form of EFCA (Employee Free Choice Act) through Congress this year. As membership in unions has declined dramatically over the last 20 years, union bosses are desperate to make it easier to recruit and organize smaller and smaller companies and/or work units within larger companies.

According to author Larry W. Bridgesmith, “Unaddressed employee grievances are the most frequent cause of union organization…Union prevention is simply good management in action.” Often, senior leadership is unaware of poor management practices at the frontline level for many reasons. Businesses have remote locations that are infrequently visited, leaders have “more important issues” to deal with and often, because there is no “noise” being heard, an assumption is made that everything is good!

Several questions need to be considered to determine if your company is potentially “ripe” for a union organizing effort:

·         Does your organization regularly survey employees and probe around the relationship with their direct manager? And do you do anything with the feedback?

·         Is there a path for grievances to be registered above the person’s direct manager if there is no adequate response from the immediate manager

·         Are employees oriented to the value of direct communication with management and how important it is for employees, customers and the company for that relationship to continue?

If you are not examining the management practices of your existing frontline leaders and developing positive practices in that population, you will almost certainly attract attention of organizers if and when some version of this bill becomes law.  (Google EFCA or Employers Free Choice Act to learn details of that proposed bill.)

Peak Performance Associates, Inc. is experienced in helping clients gather employee data, aggregate the data to determine if there are problem managers, and recommend and/or deliver effective development actions to rapidly improve leadership skills. We can also help companies incorporate assessment tools into the selection process for managers to identify skill “gaps” before promotion to a leadership position.  And, assist in incorporating proper communication tools into the orientation process to lay a firm foundation of communication and the importance to the ongoing success of the business.

Don’t wait and hope that nothing will happen. The cards have been dealt; experts say that it is not “if” this act will be considered but when and because President Obama “owes” the unions and has a majority in both houses, something will be passed.

Labor law prevents a company from undertaking a process like this once any organizing activity begins. Don’t wait until it’s too late. Take positive proactive action now to reduce the likelihood of your most valuable assets radically altering the conduct and competitiveness of your company.

Dan Trudell is President of Peak Performance Associates, Inc.  Since 1990, Peak Performance Associates has aligned people strategy with the business strategy of client companies.  For more information on employee surveys, leadership development and selection/orientation processes, contact Dan Trudell at  dant@peakperform.net or call 608-835-9288.

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