When developing a union-free strategy, or evaluating its effectiveness, it is essential to gauge the opinions and attitudes of employees. They are, after all, your audience. Regardless of how compelling or persuasive you believe your messaging to be, if it is not resonating positively with your workers then it is little better than doing nothing at all.
When implementing a union campaign, the message and the messenger are, of course, essential components. The tone and style of the messaging is significant as well. However, even more important is understanding how that messaging can be most effective and most persuasively received. This is an essential part of an effective campaign.
Elections happen every year. From selecting our mayors and congresspeople to weighing in on countless referendum issues, every November we have the opportunity to go to our polling places and voice our opinions about our future. However, these elections rarely receive more attention than the big one that occurs every four years, the election of the president of the United States of America. The 2024 presidential election is no different. It is seemingly impossible to get through the day without hearing some news item about the vote for the next leader of the free world.
When considering strategies to maintain union-free status, one important tool is the environment in which we are all operating. While every individual and workplace is unique, it is a mistake to turn a blind eye to the general public's sentiment toward unions. Such measures can be useful not only in understanding where employees may be coming from, but also (and perhaps even more) in understanding where their spouses and significant others may stand with respect to unionization. After all, unions affect households, not just workers. Employees frequently make decisions on union representation after consulting with their partners at home.
Last month, we began a discussion of how a union organizer might assess employers they wish to target. We addressed issues such as how the employer handles overtime policies and overnight shifts, as well as housekeeping, seniority, and grievance procedures. This month, to help employers prioritize the most significant flags that could draw the attention of an organizer, we discuss additional criteria frequently used by union organizers to target employers.
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