- Having a union develop within an organization is usually not good for long range business success. It is usually a sign of real problems that exist that leadership has not addresses. Leadership may or not be aware of the problems. Whether or not they are known something needs to be done or a union could possibly be formed. Eliminating a union is much more difficult than preventing one from forming.
- Dealing with this threat starts by identifying a clear definition of the problem. This can be accomplished by having interviews conducted with a cross section of employees. Selecting the proper person to conduct the interviews is critical. It needs to be someone that employees are most likely to being truthful and will not appear to be biased regarding the problems. Most often this is someone from outside the organization. The purpose of the interviews should be stated in advance as part of a communications program with all employees. It could be that the interviews are to determine why morale is low, etc. It should be stated that specific comments of specific individuals will never be revealed but a summary of issues identified by multiple employees will be presented to leadership.
- After the key problem or problems have been identified a summary needs to be developed and presented to leadership. Then a plan needs to be developed to address the issues. Developing the plan could best be accomplished by the leadership team and through facilitation by the person that conducted the surveys. Leadership now needs to follow through with the plan. A series of facilitated follow up sessions with leadership should be scheduled to increase the likelihood of follow through. Lastly, follow up interviews should be conducted to see if the employees are in agreement that things are better.
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