What are some effective ways to communicate with your unionized staff?

Your unionized staff are not your enemies, but your partners in achieving your organizational goals. But how do you communicate effectively with them, especially when there are conflicts or challenges One of the main reasons why workers join unions is because they feel unheard or ignored by their employers. So, the first step to communicate effectively with your unionized staff is to listen to them. Listen to understand, not to argue or dismiss. Involve them in decision-making. A third reason why workers join unions is because they want more voice and influence in their work environment. Most important- It takes effort and commitment from both sides

I believe that some of the basic tenets of Labor- Company relations that have worked well for me are: 1. Never take actions that are punitive. Keep personal feelings away from " the table" 2. Always keep a laser-like focus on the goal. 3. Always state the business case for changes in direction. 4. As much as lies within your power, never blind side union leadership. If you embarrass them in front of the membership, you can "poison the well". When the time comes that you need a "work around", you may have squandered any built up good will. 5. You can be friendly...but not friends. In and of itself, the relationship can be adversarial but you don't have to be enemies.

Timely feedback motivates staff to excel. I praised a union rep for resolving a complex issue, boosting morale. Constructive feedback helps staff improve. I coached a union member on communication skills, leading to better collaboration. Specific recognition shows you value staff. I awarded a union leader for organizing a successful charity drive. Informal recognition builds trust. I thanked a union steward for their hard work over coffee. Consistent feedback and recognition foster loyalty. I made it a habit to recognize union members' contributions, strengthening our partnership.

If you’re communicating with a union employee, it is imperative that employee has access to work information during compensable time. If the content being communicated is a requirement in order to perform work, technology can supplement how and where an employee can access information by providing a digital resource for information in addition to providing it in a primary and stationary location on the job site. Again, when digital communication is optional, and paired with an intentional BYOD policy, employees will ultimately elect to participate because they are provided with relevant, useful information as well as vital resources to accomplish their job requirements.