If A Company Lacks a Conscience, A Union Will Find It For Them

In 2001, I assumed an HR leadership role that encompassed an extensive scope of responsibilities. Over time, the sites under my supervision expanded from 2 states to 26, fueled by acquisitions, M&A activities, and startups. These sites accounted for thousands of employees, some in exceedingly remote locations. Amidst all this growth, our paramount challenge was ensuring the consistent instillation and replication of our desired company culture throughout the system. Though culture wasn't a direct metric in my performance evaluations, virtually every measure indirectly traced back to the central question: "Do we have the right culture?"

Our dedication to culture was put to the test particularly in sites with union-represented employees who had been there for generations, as well as in locations that were on the radar of some of the most aggressive unions looking to organize. Reflecting on our journey, two achievements stand out:

1. During my tenure, we never lost a single union campaign.
2. We successfully rebuilt and fortified relationships with existing unions that we had acquired.

Given the current headlines concerning the UAW and automakers, I felt compelled to share some insights gleaned from my experiences and challenges faced over the years.

The workforce realm and employee/employer relationship continues to undergo a significant transition. As the lines between personal and professional lives blur, the concept of corporate conscience emerges to the forefront. When organizations neglect this moral compass, they inadvertently create a void, which is increasingly being filled by unions. A recent example is the brewing tension between auto workers and automakers, with the UAW nearing a strike.

Why Employees Turn to Unions

The unionization of a workforce isn't a spontaneous decision. It's a calculated choice driven by specific factors:

1. Lack of Representation: Employees feel unheard and overlooked. When management's doors seem perpetually closed, unions offer a platform for their voices.
2. Desire for Fair Treatment: Inequities in pay, arbitrary terminations, and other injustices often push employees towards collective bargaining. These concerns become magnified when large corporations, with their vast resources, seem indifferent to their workers' grievances.
3. Seeking Security: With rising costs of living and uncertain economic prospects, job security has never been more critical. Add benefits to the equation, and unions become a beacon for those seeking stability in a volatile world.

The Misconception of Union-Employer Dynamics

While unions play a vital role, they aren't always the first choice for many:

1. Unions Aren’t Always Preferred: Contrary to popular belief, not every worker dreams of a unionized workplace. Often, they are driven to it by a lack of alternatives. They feel they have no other options.
2. Management vs. Union: Unions are not about having a superior management strategy. They represent collective bargaining aimed at achieving equitable workplace conditions. I have seen some terrible union leaders and some really good ones. Just like our own managers. Good ones and not so good ones.

The Top 3 Ingredients for a Healthy Employer-Employee Relationship

To reduce the need for unions, companies must foster environments where employees feel valued. I call it a "Culture of Ask":

1. Open Communication: Firstly, it's essential not to shy away from inquiring about employees' needs and desires. Rather than maintaining a PUSH DOWN culture or top-down approach, cultures should emphasize the importance of "asking." I call it a "Culture of Ask". Industry giants like Google and Microsoft exemplify this with their transparent communication models, showcasing the significant benefits of open dialogue. In contrast, limited communication can undermine morale and hinder productivity.
2. Mutual Respect and Trust: Businesses thrive when they invest in trust-building. An environment that lacks respect is fertile ground for discontent, leading to high attrition rates and reduced efficiency.
3. Fair Compensation and Opportunities for Growth: Competitive salaries coupled with avenues for personal and professional growth ensure that employees remain motivated and loyal. This combination is crucial in a rapidly evolving world where upskilling and reskilling have become the norm.

Fostering a Conscious Corporate Culture

Companies aiming for long-term success must prioritize their cultural ethos:

1. Leading by Example: Leaders who embody the values they preach invariably cultivate a positive corporate culture.
2. Employee Connection and Engagement: Regular engagement, from feedback sessions to town halls, ensures that employees remain aligned with the company's vision.
3. Promoting Well-being: The modern professional environment is rife with challenges. Prioritizing mental health and work-life balance isn't just an ethical choice – it's good business.

In light of recent events, with UPS and with the UAW's impending strike as a response to perceived injustices, the need for companies to introspect and adjust their internal dynamics has never been clearer. It serves as a stark reminder that the absence of a corporate conscience can have tangible, often severe, repercussions.

Is your company's conscience in tune with its employees? If not, it might be time for a culture check.