Managing Employee Representation


peoplesvoiceReducing unnecessary deceptively attractive opposition to change 

 Some time ago I did a great deal of work on this subject with a colleague.

It is true though that the context never changes. So with that said here are some thoughts:

  1. Remember that some conflict is inevitable. Employee representatives are in the business to secure objectives, which are sometimes different from management.
  2. Consider that the priorities of many employees who are NOT managers are PRIMARILY to their families. The priorities of those who are managers are frequently their CAREERS.
  3. Don’t assume that every employee representative is an anarchist or internal terrorist.
  4. Remember that sometimes employees’ representatives simply “fire the bullets on behalf of someone else!”

So:

  1. Be prepared to explain and consult fully not just the decisions but the rationale behind them.
  2. Ensure that YOU also TALK to the employees not just the employee representatives. NEVER forget they are your employees!
  3. Where the employee representative resists you talking to your employees RESIST they have no rights to this.
  4. INVEST time in your employees and explain how the business is going. They also have a stake in the success if for no other reason their paycheck.
  5. Remember that the business also affects the employee and their family whether in good times or bad.
  6. Communicate regularly with your employees. Even sending letters to the employees’ homes makes lots of sense. Remember families influence your employees sometimes more than you the employer.
  7. Ensure that you give the opportunity for employee representatives to talk to you on a regular basis not just when you want something from them.
  8. Make sure when you talk to them you give them the opportunity to discuss what is going on. It is a TWO WAY dialogue.
  9. Make sure you know the difference between:
    1. COMMUNICATING – informing
    2. CONSULTING – Asking
    3. NEGOTIATING – Bargaining

i.     And let them know which part of the process you and they are taking part!!

10. Let everyone know when the informing, asking and bargaining phases stop and then STOP

Original collaboration on this and thanks to Andy Sargent

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About HRMexplorer

Managing Director - Human Capital Europe and USA - My ability is to recognize ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

Posted on October 20, 2013, in HRMexplorer Blogs and tagged , , , , , , , , , , , . Bookmark the permalink. Leave a comment.

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