Labor Strategy Preventive Union Proof By Walter Orechwa Share Tweet Share The United States is facing a major labor shortage, and it’s only going to get worse. If you’re working toward union free workforce planning, you may already know that for the first time in history, there are more job openings — 6.7 million, to be exact — than qualified workers to fill them. Long-term population growth and net migration rates won’t solve this problem in the future, either. Union-proof businesses like yours now face a major challenge. You need to manage your human capital in order to support your strategic goals. Here are three ways you can approach workforce planning and remain union-free in 2019 and beyond. 1. Union Free Workforce Planning: Improve Your Recruitment & On-Boarding A total of 15.1 percent of the American workforce left their job in 2016 — a sobering statistic for human resources and labor relation professionals who are already dealing with staff shortages. In some industries, this number was significantly higher. Shockingly, 59 percent of people working in the retail sector left their jobs in 2016. There is a solution to this issue, however. With smart union free workforce planning, you can control employee turnover in your by improving your recruitment and on-boarding processes. One way to do this is through orientation videos, which improve engagement and teach new hires about your company’s union-proof culture. These videos also maintain training consistency and promote your company’s values. The result? New hires feel more engaged with and committed to your company. Nearly 30 percent of HR managers say that orientation programs help control attrition rates by changing attitudes toward work. More than 40 percent of employee turnover happens in the first month, so improving your onboarding techniques will help you manage attrition rates and support your long-term strategic goals during the current talent shortage.” In fact, an effective orientation program should not be a one-day affair but an ongoing process, which could continue up to six months of a person joining the organization,” says the Economic Times. 2. Union Free Workforce Planning: Improve Training Your training strategies are just as important as your recruitment and on-boarding processes. Research shows that 40 percent of employees who receive poor training — or no training at all — leave in their first year. During the current labor shortage, you can’t afford to let this happen in your own organization. Although it requires an initial outlay, proper training will provide you with a significant return on your investment. You can use organizational leadership to educate and inspire your new hires. In your training, encourage a union-proof culture, which prevents unions from forming in the future. Again, videos are a great idea. Employee training videos help you engage with new hires, promote your union-proof culture and make sure your training is consistent. Research shows that trainees respond better to videos than other communication methods. The average person remembers 95 percent of information when they watch a video, compared to only 10 percent when they read a piece of text. 3. Union Free Workforce Planning: Improve Retention Talented employees are hard to find, so it’s worth the investment to engage those you have. Improving employee retention might sound like a difficult task, but it’s simply about creating a positive company culture, where your employees don’t want to leave your company. You might not have the resources to increase wages, but doing this can improve employee retention and change peoples’ perceptions toward your organization. Take the recent “Fight for $15” effort: workers fought against low pay. By taking it upon themselves to address the issue, employers like Wal-Mart and Amazon effectively silenced protesters and negative press, as well as putting themselves in a position of being an employer of choice. Now, you may not be Wal-Mart or Amazon, but that doesn’t mean you cannot look for ways to reward workers and make sure your employees can take pride in where they work. Better communication is also beneficial. Supervisor and employee-focused websites provide a safe space where your team can understand the reasons behind your philosophy and why you choose to maintain a direct connection with them. Additionally you can provide an easy way to access training resources and communicate with colleagues and managers to improve employee retention. These three strategies will help you recruit and retain the industry’s top talent in 2019. Focusing on recruitment, training and retention will serve the organization well into the future. Improving your approach to union free workforce planning is an outstanding goal for the coming year. By improving your approach to workforce planning, you’ll remain union-free in 2019 and beyond.