Rumors of the death of The Employee Free Choice Act have been greatly exaggerated.    Today’s New York Times discussed further changes to the bill, including possibly dropping the “card check” provision of the legislation.  But before employers take a victory lap, read carefully.  

For sure, the card check provision -  which has been a central plank of the legislation and would have eliminated secret ballot elections by automatically certifying a union – was a huge concern for employers, and even called un-Democratic for the lack of privacy in voting.  But removal of this provision comes with other compromises - including possibly barring companies from holding mandatory employee meetings during an organizing campaigns, and requiring elections in a very fast timeframe after cards are signed.  It also may be required for Companies to allow organizing right on their property.   These compromises are still significant changes that fundamentally alter the dynamics of organizing efforts.

What does this mean for employers?

• You MUST have a direct relationship with your employees….which included interactive exchange and conversation – not just “messages.” Employees need to understand the benefit to them of a direct relationship with their employer
• Difficult decisions, and those that have an impact on employees, need to be communicated and “sold” – not just implemented.
• Employees must feel they are getting a fair deal…it isn’t enough to treat them fairly – they need to believe and acknowledge that they are being treated fairly.
• You need a campaign in a box before the organizers arrive – this enables you to act quickly to build on your foundation of “exchange” and educate employees before they have to make a choice that will impact them – and you – forever.

Unions count on the fact that big corporations aren’t nimble, and can respond with speed and effectiveness.   The time to think about creating a better foundational relationship with your workplace is now.

Carreen Winters can be reached at cwinters@mww.com

cwinters Employee Engagement Employees, Labor Relations

The benefit of working with a solid team of corporate communications counselors is the constant exposure to broad expertise, experiences and opinions.  Periodically my non-blogging colleagues may contribute thoughts to Reputation Premium.  When they do, I will include their name and email address at the end of the post should you wish to contact them directly – Matt

What’s In A Name?

Do you remember the days when Employee Communications was simply that employee communications?    Well that nomenclature soon gave way to a variety of terms – Employee Relations, and the latest term of art – Employee Engagement.

At first blush it might seem like some mid-level person in a cubicle in corporate-land decided that he or she was under-appreciated…inventing a loftier sounding phrase was an easy path to respect, appreciation, even admiration.

But the reality is that this is more than just a change in nomenclature…the evolution of the terms reflects an increased understanding of the importance of the employees to the success of an enterprise. 

Communications suggests one-way delivery of messages….we talk…you listen.  This worked great in the era of the Company Man, tirelessly working for his retirement luncheon and gold watch.  But as employees found themselves in the driver’s seat it became increasingly clear that both parties had some skin in the game, and that in order to keep the best and the brightest talent there is indeed a relationship – a two way street of sorts.  So on the heels of employee relations we saw programs like flex-time, company sponsored training, creative approaches to the workplace that allowed for telecommuting, job sharing and countless other innovations.

Most recently, the concept of employee relations  gave way to Employee Engagement….and with it the implication that the employment relationship should be more than a series of great dates.  It requires an emotional vesting in the job, and for companies in the employees.  And with that investment comes a longer  term commitment, yielding numerous benefits to the Company and rewarding careers for the employees.   It’s finally gotten personal.  Some argue that this was driven largely by the war for talent and the cost of turnover.  And this may be true for some organizations.  But for many companies, the driver of Employee Engagement is more about the benefits to all parties, most notably customers.

It will be interesting to see whose commitments to Employee Engagement remain intact in this market.  For those who mistakenly believe that the current economy gives employers license to back away from employee communications and engagement – think again.    I love the way the Gallup Management Journal put it:  “In bad times, employee engagement means the difference between surviving, or not.”

So unless you are planning to go out of business….get engaged…and keep your employees engaged.  Start today.

Carreen Winters / cwinters@mww.com

cwinters Employee Engagement Employees, Internal Communications