Ten Truths About Employee Communication In A Unionized Environment
Ten Truths About Employee Communication In A Unionized Environment
in a Unionized Environment
by John J. Barr
Principal,
Cascadia Communication Associates
contact: consultjohn@dccnet.com
www.prheadquarters.com
1. Define the issues, and weave your definition into
everything you communicate. If you allow the union to define
what the issues are in a dispute, you always lose.
2. Seize every opportunity to talk and listen to your employees
and treat them with respect. Don’t persuade the union; persuade your
employees.
3. Learn how to debate. Unions know how to already.
4. Don’t wait for the union to strike the first blow; understand
that they’ll always try.
5. Lawyers have an essential role in advising management, but do not allow them to dictate employee communication strategy.
6. Likewise for negotiators.
7. Don’t fall for the myth that there is a distinction between
“media” and “employee” communication. The union uses the
media to communicate to its members and its members to
communicate to the media; so must you.
8. The dictum, “don’t negotiate through the media”, is a union
myth designed to unilaterally disarm management in the
contest for employee and public support. The unions negotiate
through the media more or less continually. If you don’t use
the media, you’ll be the only party that isn’t.
9. It’s usually a safe assumption that media will tend, however slightly, to sympathize with the union (and if not with the union, with employees). Track what reporters report. If their reports show bias, call them on it. Insist on factual reporting and balance.
10. Don’t be afraid to communicate out of fear that the union will
claim “foul” or hit you with an unfair labour practice
complaint. They’ll probably do both. No matter what you do. Don’t play the communication game by the union’s rules.
-30-
Ten Truths About Employee Communication In A Unionized Environment - To learn more about this author, visit John Barr's Website.
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Ten Truths About Employee Communication
in a Unionized Environment
by John J. Barr
Principal,
Cascadia Communication Associates
contact: consultjohn@dccnet.com
www.prheadquarters.com
1. Define the issues, and weave your definition into
everything you communicate. If you allow the union to define
what the issues are in a dispute, you always lose.
2. Seize every opportunity to talk and listen to your employees
and treat them with respect. Don’t persuade the union; persuade your
employees.
3. Learn how to debate. Unions know how to already.
4. Don’t wait for the union to strike the first blow; understand
that they’ll always try.
5. Lawyers have an essential role in advising management, but do not allow them to dictate employee communication strategy.
6. Likewise for negotiators.
7. Don’t fall for the myth that there is a distinction between
“media” and “employee” communication. The union uses the
media to communicate to its members and its members to
communicate to the media; so must you.
8. The dictum, “don’t negotiate through the media”, is a union
myth designed to unilaterally disarm management in the
contest for employee and public support. The unions negotiate
through the media more or less continually. If you don’t use
the media, you’ll be the only party that isn’t.
9. It’s usually a safe assumption that media will tend, however slightly, to sympathize with the union (and if not with the union, with employees). Track what reporters report. If their reports show bias, call them on it. Insist on factual reporting and balance.
10. Don’t be afraid to communicate out of fear that the union will
claim “foul” or hit you with an unfair labour practice
complaint. They’ll probably do both. No matter what you do. Don’t play the communication game by the union’s rules.
-30-
Ten Truths About Employee Communication In A Unionized Environment - To learn more about this author, visit John Barr's Website.
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