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How can you resolve conflict with a union representative?

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As an event producer, you may encounter situations where you have to work with union representatives who have different expectations, demands, or interests than you. This can create conflict and tension that can affect the quality and efficiency of your event. How can you resolve conflict with a union representative in a respectful and constructive way? Here are some tips to help you.

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Saad Al-Khalidy

Negotiation & Conflict Resolution Expert
Dan McSurley

BDM Buckhead Meats

1 Understand the union's perspective

The first step to resolving conflict with a union representative is to understand their perspective and what they are trying to achieve. Union representatives are elected or appointed by their members to protect their rights, benefits, and working conditions. They may have specific rules, regulations, or agreements that they have to follow or enforce. They may also have concerns about safety, fairness, or quality that affect their members. Try to listen to their point of view and acknowledge their interests and needs.

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Saad Al-Khalidy

Negotiation & Conflict Resolution Expert
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As I think it is not a conflict between two persons in a public place, it is with union representative, this means that such a union has policies, bylaws, and systems. So there is a need to know the union perspective and then try to resolve conflict in accordance with the union vision, bylaw, and interest as well in addition to negotiating the parts that are not included in the bylaws and policies

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Dan McSurley

BDM Buckhead Meats
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Key note here; understanding the unions agreement, not perspective. Agreement is defined, perspective can be misguided by interpretation, allowing interpretation can lead to abuses of the agreement which then become precedent. Maintain respect with the individual(s). But do not concede to interpretation that then become precedent, it will become a non collectively imposed rule due to inappropriate interpretations.

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2 Communicate clearly and respectfully

The second step to resolving conflict with a union representative is to communicate clearly and respectfully. Communication is key to building trust and rapport with the union representative and avoiding misunderstandings or misinterpretations. Use clear, concise, and polite language and avoid jargon, sarcasm, or accusations. Explain your goals, expectations, and constraints and how they relate to the event. Ask questions and seek clarification if you are unsure or confused about something. Express appreciation and recognition for their work and cooperation.

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3 Negotiate and compromise

The third step to resolving conflict with a union representative is to negotiate and compromise. Negotiation is the process of finding a mutually acceptable solution that meets the needs and interests of both parties. Compromise is the willingness to make concessions or adjustments to reach an agreement. To negotiate and compromise effectively, you need to be flexible, creative, and realistic. Identify the areas where you can agree and the areas where you can compromise. Offer alternatives or options that can satisfy both sides. Avoid ultimatums or threats that can escalate the conflict.

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Dan McSurley

BDM Buckhead Meats
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Avoiding ultimatums or threats goes both ways. If a collectively bargained agreement is in place and the “conflict” falls within its defined and agreed terms or framework the only middle ground on either side is to accept that for which was collectively agreed on, any exceptions would violate or establish a new agreement based on that unintended consequence, something that most likely neither of these potential partners should have the power to impose. The parties should be professional and courageous to one another, coloring outside the lines can have very significant consequences, legally and long term

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4 Seek assistance if needed

The fourth step to resolving conflict with a union representative is to seek assistance if needed. Sometimes, despite your best efforts, you may not be able to resolve the conflict on your own or reach a satisfactory outcome. In that case, you may need to seek assistance from a third party who can help you mediate, arbitrate, or facilitate the resolution. This could be someone from your organization, the union, or an external expert who has the authority, expertise, or neutrality to intervene and assist. Be open and willing to accept their guidance and recommendations.

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5 Follow up and follow through

The fifth step to resolving conflict with a union representative is to follow up and follow through. Once you have reached an agreement or a resolution, you need to make sure that both parties understand and adhere to it. Follow up with the union representative to confirm the details and terms of the agreement and to address any issues or questions that may arise. Follow through with your commitments and actions and ensure that the union representative does the same. Monitor and evaluate the progress and results of the resolution and provide feedback and support as needed.

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6 Maintain a positive relationship

The sixth and final step to resolving conflict with a union representative is to maintain a positive relationship. Conflict resolution is not a one-time event, but an ongoing process that requires continuous communication, collaboration, and respect. Maintaining a positive relationship with the union representative can help you prevent or minimize future conflicts and enhance the quality and efficiency of your event. Show respect and appreciation for the union representative and their members. Seek feedback and input from them on how to improve your working relationship. Celebrate and acknowledge your achievements and successes together.

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Dan McSurley

BDM Buckhead Meats
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Go back to the previously stated “collectively bargained agreement”, that’s the bar or ceiling, not the floor. Positive relationships are reinforced by mutual respect of one another while not misusing that agreement. As unfortunate as this may seem, the agreement is defined and there should be accountability on both parties, neither party should accept abuse on either side. Meeting on a consistent and regular basis should minimize negativity for such occurrences

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Andrew F.

Project Manager
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Find common ground. Even if it is to agree to disagree. Act with integrity. If that isn’t appreciated then nothing much was going to be accomplished in any case.

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How can you resolve conflict with a union representative?

1

2

3

4

5

6

7

1 Understand the union's perspective

2 Communicate clearly and respectfully

3 Negotiate and compromise

4 Seek assistance if needed

5 Follow up and follow through

6 Maintain a positive relationship

7 Here’s what else to consider

Event Production

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How can you resolve conflict with a union representative?

1

2

3

4

5

6

7

1 Understand the union's perspective

2 Communicate clearly and respectfully

3 Negotiate and compromise

4 Seek assistance if needed

5 Follow up and follow through

6 Maintain a positive relationship

7 Here’s what else to consider

Event Production

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