"When is the right time to talk to our employees or supervisors about unions?"
Once a week, I’m asked some version of this question. The questioner then reveals their concern. They don’t want to unnecessarily stir excitement or interest in unions. Can bringing up the “U word” trigger organizing where it wasn’t happening before?
My answer is always the same: There is no right time to say the "U word" because you shouldn’t avoid talking about unions in the first place. When you regularly promote your company culture (you are regularly promoting your culture, right?), you should occasionally contrast how your culture differs from other companies, including unionized ones. This educates your team and reinforces your company's unique culture.
You're missing the boat if you only bring up unions when organizing is evident. Waiting until then to educate your team about unions is a considerable risk. Avoiding the topic is like not talking to your kid about drugs. Do you think they'll never hear about it if you don’t mention it?
In today’s workplace, pretending that unions aren't being discussed among your employees is naive. And the idea that avoiding the subject will prevent interest is misguided. Just as with parenting, discussing tough subjects is crucial. You can participate in the conversation that’s already happening rather than avoiding it.
Whether they admit it or not, employees are curious about what you think about unions, especially if you have a strong, positive workplace culture. They want to understand how a union might impact that culture.
Unfortunately, today’s media is biased in favor of unions. They are one of the first things trotted out as the solution to any workplace problem. However, the reality is that less than 6% of private-sector workers are unionized, and those workers are less engaged than non-union peers.
Because of this bias, employees rarely get accurate, unbiased information about unions. Most of what they hear comes from paid promoters, union officials, or politicians backed by unions. This is why the employer’s voice is vital. It’s management malpractice to avoid discussing the potential impacts of unions on your workplace culture.
Don’t misunderstand; I’m not saying you should constantly talk about unions. However, it would be best if you regularly promoted your workplace culture, how problems are solved, and how suggestions are handled. During these conversations, occasionally contrast your culture with unionized ones.
Employees look to unions to solve problems at work. Share your perspective and experience on how unions would impact your culture. For example, you might contrast how issues are resolved directly in your workplace, versus the union process of negotiations and bureaucratic grievance procedures that can slow things down and create adversarial relationships.
There are several natural places to bring up the topic of unions with employees. One obvious place is during new-hire orientation, where you should contrast your problem resolution and employee input opportunities with unionized companies. It is a good idea to revisit these same topics with incumbent employees once a year or so.
Many supervisors are afraid they’ll say something wrong when unions come up and will avoid the subject. And younger supervisors are living in the same pro-union social media environment we all are. They often support unions with little to no information about them. Therefore, training your supervisors is another practical approach to handling union discussions. Supervisors should receive annual training on how to discuss culture and answer questions about unions. New supervisors should get this training as soon as they assume their roles.
Avoiding the subject is the worst approach; instead, engage in thoughtful conversations about the perceived benefits of unions. Counter the common misunderstandings of what unions do with facts and experiences. Contrast the realities of unionized companies with your company’s culture and examples of how you successfully resolve issues together. Regular conversations help normalize a topic many people avoid, making it easier to address issues early.
When is the right time to discuss the "U word?" There’s no wrong time, and you shouldn’t avoid the subject. But make sure to discuss unions in the context of your company’s culture and values. This ensures that your employees are well-informed and that you are active in any conversation about unions.
