December 20, 2023 Putting Employees First Amidst Union Election Reform

Exploring the impact of union election reforms on employee relations and workplace dynamics in the manufacturing sector.

By Max Farrell, Co-Founder and CEO of WorkHound

As worker strikes surge nationwide, it’s clear that the current climate is challenging for both businesses seeking stability and for employees striving to have their voices heard. The manufacturing industry is witnessing more impact of such strikes than most industries.

Employees are considering unionization as a response to various unique and demanding challenges, including a lack of alternatives and transparency from their employers. One of the most significant developments is the upcoming union election ruling, with the recent decision by the National Labor Relations Board (NLRB) expected to have far-reaching implications for manufacturing employers and employees. 

On Dec. 26, 2023, the timeline for union elections will see a drastic reduction, with new regulations empowering unions to demand recognition based on claims of majority support – bypassing the need for formal NLRB election petitions. This ruling will influence labor relations, worker rights, and workplace dynamics and underscore the growing importance of fostering effective communication between employers and employees. It represents a significant shift in labor relations and has the potential to reshape the manufacturing industry in several ways.

Implications for Employers

The new ruling will likely encourage more employees to seek unionization if dissatisfied with their employer. Additionally, it will require employers to provide employee contact information to unions more promptly, making it easier for unions to communicate with employees, potentially leading to a higher awareness and interest in unionization.

Employers can also expect less time to voice their stance on unionization due to a shortened election timeline, and the window for labor-management campaigns will be more compressed. To adapt to these changes, employers will need to develop more efficient strategies to respond to union organizing efforts, starting with leveraging tools to help employers and employees engage in more meaningful dialogue to establish a healthier work environment.

Strengthening Retention and Workplace Relationships

The top issues in the manufacturing workforce are recruitment and retention, with turnover rates reaching a staggering 40%. So, how can employers increase retention among skilled workers?

By actively listening to their workforce, employers can identify and address issues before they reach a tipping point, preventing potential disruptions by having a solid grasp of operational health and workforce morale. This is also critical to retaining an aging workforce by ensuring their voices are heard and acted upon, fostering a more inclusive and responsive work environment​. 

Employee Feedback Channels

For employers to cultivate healthy workplaces that support their workforce, they need to gain valuable insights from frontline teams by promoting a culture founded on open communication, mutual respect, and active employee engagement. One way to accomplish this is by utilizing a platform that provides employees with the tools to navigate the complexities and nuances of speaking up – and being honest.

Collecting anonymous feedback in real-time empowers employees to be heard without the fear of retaliation while giving employers the sentiment analysis needed to create a better environment. This alleviates the need for employers to make decisions for employees based on assumptions, and instead enables data-driven decision making. If employees are dissatisfied with conditions, why wouldn’t their employer just ask why?

Consolidation is a Trend to Watch

According to a recent EY report,  some (82%) of manufacturers surveyed are partnering with other companies to enhance their digital capabilities. These kinds of mergers introduce a unique set of challenges, amplifying the importance of effective communication. Aside from the financial assets of these partnerships, they also entail an intricate interplay of employee sentiments and deeply rooted organizational cultures. 

Integrating diverse cultures and employee sentiments becomes paramount as companies merge their assets. Attempting to assimilate an unfamiliar workforce without understanding its cultural nuances can lead to unforeseen hurdles. Employees who feel sidelined or overlooked during significant periods of transition and change can and should seek an outlet to feel heard. Employers must create this feedback loop.

Remaining Laser Focused on Company Culture 

A thriving workplace is where employees feel valued, safe, and encouraged to express their concerns. To foster a communication culture that assures frontline employees they are being heard, employers must build trust by genuinely committing to listening and acting on feedback.

The upcoming union election ruling is sure to shift the balance of power between employers and employees, driving an increased need for employers to account for and safeguard their employees’ well-being. Proactively listening to workers and keeping them informed, particularly in the manufacturing industry, is paramount to nurturing a healthy workplace culture that can thrive amid organizational change. 

About the Author 
Max Farrell is the Co-Founder and CEO of WorkHound, a company committed to giving a voice to frontline workers through a real-time, anonymous feedback platform. WorkHound empowers thousands of employees with a platform that captures anonymous feedback every week, offering real-time actionable insights and helping leadership teams to foster communication, drive company culture, and ultimately, build better workplaces.

Subscribe to Industry Today