2016 is shaping up to become The Year of Employee Engagement. As the job market quickly approaches full employment, organizations in all industries are realizing the importance of retaining talent through positive employee relations. Forbes recently declared the topic of retention and positive employer–employee communications “the new crusades,” reporting that culture and engagement are top priorities for 90 percent of organizations. Join us as we review why we’re grateful for this trend — and what it means for union proofing.
1. No More Negative Performance Reviews
Human resources expert Brita Goodwin reports there’s a major trend to overhaul how companies are thinking about employee performance reviews. Instead of providing negative feedback, conversations are shifting to support growth and success, which leads to employees who feel like a valued part of a team.
2. Focusing on Compensation
Labor relations expert Alan Kaplan writes that many companies focused on union avoidance are working to ensure their compensation and benefits packages are on par with unionized organizations in their area, as this can minimize employee incentive for forming unions.
3. Staff Surveying
Sixty-eight percent of modern organizations are using staff surveying to measure engagement and satisfaction. Providing a regular forum for staff to air concerns and kudos can allow voices to be heard.
4. Focusing on Supervisors
Ninety percent of modern companies agree that leadership is key to union proof culture. By fostering leadership who communicate well with employees, companies can shift the focus to authentic relationships.
5. Safety Committees
Forming safety committees that represent a mixture of both supervisory and front-line employees can create synergy towards productive dialogue about employee health.
In the retail industry, employers are looking toward building community as a method to foster positive employee relations and connections to headquarters. A sense of teamwork can minimize churn and improve employee satisfaction.
7. Feedback Platforms
Implementing two-way communications allows organizations to provide safe spaces for employees to provide feedback. Apparel magazine reports that fostering employee feedback can make employees realize they do have the power to affect change in their organizations.
8. Engaging Lone Workers
Harvard Business Review cites the importance of working to engage employees who work remotely or during hours when management isn’t present, by asking them to “share stories in person about challenges and opportunities” involved in their role.
9. Training Tomorrow’s Leaders
Establishing mentoring programs and leadership luncheons can help foster budding connections between aspiring leadership and management, and encourage top talent to continue striving.
Today’s union proofing tactics are more focused on positive employee relations than on union avoidance, and that’s certainly something to be grateful for. By shifting the focus towards happier staff, organizations can improve retention and communication.