How to Improve Working Relationships With the Employee Union

Creating strong lines of communication helps improve working relationships with unions.

The relationship between a company's management and an employee union can be a contentious one. Employers may resent the layers of bureaucracy that can develop within unions. Union representatives may resent an uncaring attitude on the part of management. Improving working relationships with an employee union allows companies to meet efficiency goals. It also creates a better working environment for employees and management. Following a plan when attempting to improve working relationships with an employee union helps achieve a favorable result.

Instructions

1. Assess your current relationship with the employee union. Identify issues that you frequently discuss with the union. These may include disciplinary actions for union members, pay increase requests, hiring decisions or working conditions. Review past conversations with union representatives for ways that you could have handled discussions in a more positive manner.

2. Talk to union representatives. Do not wait for an issue to develop before speaking with them. Find out if they have any questions or concerns that they have not addressed through formal, established channels. Consider meeting with them in an informal, social environment to build cordiality and familiarity. Creating and maintaining open lines of communication is vital to improving relationships with a union.

3. Discuss the needs and goals of your company with the employee union. According to Dr. Carol Gill of the Melbourne Business School and Dr. Denny Meyer of the Swinburne University of Technology, unions can help companies achieve their goals by aiding companies as trust-builders, advocates of change and communication facilitators.

4. Take steps to resolve issues the union brings to your attention promptly. The interests of management and unions are sometimes different, and it is not necessary to grant every request. However, visibly taking the time to consider requests and investigate their feasibility helps union leaders see that you are acting on their request in good faith.

5. Keep good relationships with non-union employees. Although some employees may have elected not to join the union or may not qualify for membership in the union, union representatives may be keeping an eye on your treatment of other workers. Showing that non-union employees are not treated badly or unfairly favored helps create a less hostile environment.

6. Develop a clear procedure for handling issues between management and unions before problems occur. Create action steps for both the union and management that will show that both sides are progressing towards a solution.

Tips & Warnings

• Do not attempt to bribe union representatives. Not only could this result in bad press and employee outrage if discovered, it could also result in serious legal trouble.

References

• The University of Melbourne Business School; Unions, Employee Relations and High Performance Work Practices; Dr. Carol Gill, et al.; November 2008
• Personnel Today; Union Relationships: How to Create Good Industrial Relations; Paul Cronin; February 2007