The 'Pulse' of Your Employees Will Determine Their Susceptibility to Union Organizing - by John Hendrie

Loyalty goes only so far. It is still about respect: you take care of me, I shall take care of you. Do not wait until push comes to shove, for you will be on the short end, spending money for those legions of lawyers.
The trees get in the way of that forest out there, known as our employee population.  When was the last time you took a look at them, I mean a really hard look.  Dare I say, you probably have not surveyed them recently either.  Why spend the money, as we are coursing out of the recession?  Some attitudes are they are lucky to have a job.  They know that, but that does not mean everything is swell – far from it.
Loyalty goes only so far.  It is still about respect:  you take care of me, I shall take care of you.  Do not wait until push comes to shove, for you will be on the short end, spending money for those legions of lawyers.
Your employees know of the tough times.  They have watched you sacrifice, be extremely agile with the business (which in their eyes might mean layoffs, shorter shifts, frozen salaries, bring in contract people and cheaper folks and services).  They know sacrifice, whether on the home front or the business.  But, are you listening to them, responding with sensitivity and open communication?  Probably, you are not doing a great job of that.
Hospitality related businesses cannot send jobs overseas.  You have read about the kerfuffles when we try to be creative, like major hotels with contract Housekeeping and the Revel in Atlantic City with a new crop of “1099’ers”.  Most of us are dependent upon the talent we currently have – good, bad or indifferent.
Now, Hospitality colleagues, the old nemesis, the NLRB has made your job even harder with upcoming legislation, and Organized Labor must be salivating with prospects.  The last day of April, 2012, everything changes dramatically.  To wit:

• A shorter window for a union petition and the election;
• A different determination of who will be eligible to vote in that election;
• Prominent posting of an employee's right for Union representation.

Returning to the frame of mind of our employees, note the usual targeting for unionization efforts – the disenfranchised (at this point a fairly significant group).  It used to be primarily less educated, women from third world countries.  If you read the news, there is a much broader representation now.  We all have been whacked by the economy.  So, just as certainly the hotel industry has shown some luster, we may still get ambushed. What should the prudent employer do?

• Absolutely, ramp up your Communications forums and vehicles.  Communication must flow!      
• Tap into your employee population; find out what is on their minds, what are the concerns, the complaints.
• Identify your vulnerabilities - it might be your policy and procedures, but it is most likely your practices, which govern the day to day.  Are they even, fair and consistent?      
• Reeducate your management and supervision to be ever vigilent to signs of Union activity.  Arm them with knowledge and sensitivity.     
• Have a Contingency Plan.      

For those who are confident that they have their finger on the “pulse”, I encourage you to consider an Employee Survey.  You may be surprised with the response.  Naturally, do not do this if you are not willing to address the findings. Just as we begin to surge towards recovery, the summer months and the wild abandon of travel and recreation, the NLRB throws some obstacles in our path.  We are vulnerable as an industry.  Time to practice those communication skills, particularly the art of listening!




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