Train managers on union-related dos and don'ts

As employers anticipate the new National Labor Relations Act (NLRA) poster they must display as of January 31, 2012, many are wondering how they can counter the pro-union message of this mandatory notification with their own union-free philosophy.

While there are many things you can do to achieve a balance, you'd be wise to start with your company's management.

Your supervisors and managers play a critical role in your business, contributing as much to a cohesive, satisfied workforce as they do to one that’s broken and disgruntled. Qualified, well-trained and supported supervisors go a long way toward keeping your company union-free. But you need to invest in their success.

Now, more than ever, you need to meet regularly with your supervisors to discuss any issues that may be brewing, as well as conduct periodic training workshops that address the latest trends in union organizing, red flags in the workplace and how to lawfully remain union-free. After all, “Union prevention is simply good management in action.”

An important part of any training program is outlining the dos and don’ts of unionizing efforts. Your managers and supervisors must be aware of protected and unprotected employee activity. According to the National Labor Relations Board (NLRB) website, they may not:

•    Prohibit employees from discussing a union during non-work time, or from distributing union literature during non-work time in non-work areas, such as parking lots or break rooms
•    Question employees about their union support or activities in a manner that discourages them from engaging in that activity
•    Fire, demote, transfer, reduce hours or take other adverse action against employees who join or support a union or act with co-workers for mutual aid and protection, or who refuse to engage in such activity
•    Threaten to close their workplace if employees form or join a union
•    Promise or grant promotions, pay raises, or other benefits to discourage or encourage union support
•    Prohibit employees from wearing union hats, buttons, t-shirts, and pins in the workplace except under special circumstances
•    Spy on or videotape peaceful union activities and gatherings

Ideally, your company will never become vulnerable to this level of union interest and activity in the first place. But ensuring that management knows the rules of the game can protect you from additional, costly consequences.

Train managers on union-related dos and don'ts

The high cost of gas ... on our pocketbooks and our productivity

Soaring gas prices are a real pain. Not only on our personal finances ("can I afford this week's groceries AND a full tank of gas?"), but also on workplace morale. Not seeing the connection? The following article from G.Neil's HR Library sheds some light on the subject:

Most employers know about the impact of poor employee motivation, lacking of rewards or communication problems on employee morale and productivity. But have you factored in the price at the gas pump?

High gas prices are not only draining employees’ pocketbooks, but also their work productivity, according to Florida State University (FSU) researchers. In 2008, studies at FSU showed that the more employees must pay out at the gas pump, the more stressed they are at work, says Wayne Horchwarter, the Jim Moran Professor of Management at Florida State University’s College of Business.

Three years later, in an economy where job losses, underemployment and flat wages have hurt employee buying power even more, Dr. Horchwater's findings are even more significant. So what an employer to do?

Get creative with the high cost of employee commuting

The average commute time to work in this country is about 42 minutes. Double that to account for the trip home at the end of the day, and you have just under an hour and a half of non-productive employee time spent getting to and from work. And a lot of gas money.

For many employees, work means sitting in a an office or cubicle working on a computer monitor. So why all that driving? Habit. Tradition. Fear of loss of control. Maybe it's time to let those excuses go.

If your employees are suffering with the high cost of commuting, consider letting them work remotely two or three days a week. The savings in gas and auto wear-and-tear will feel like a raise to struggling employees. And your company will save on electricity, plus reap a reward in increase employee motivation and morale. 

Flex your corporate muscles - and the schedule 

In some businesses, being in a certain place at a certain time is critical. But does everyone have to start and end during rush hour? Offering employees the option of starting and ending before or after rush hour could save them money at the pump. Less sitting in traffic means a shorter commute and better gas mileage - a double win for employees hungry for fatter wallets and more time with family and friends. And a win for your company as employee motivation and morale starts to rise. 

Pay salaries employees for work completed, not seats warmed   

If a salaried employee comes in and works 14 hours on Monday, and 14 hours on Tuesday, and 14 hours on Wednesday, and gets everything on their plate completed, why are you making them come in on Thursday and Friday? Stop looking at work as hours on the job, or days of the week, and consider letting exempt employees work on a project basis instead. Apple, Google, Microsoft and other leaders in thought and technology work this way, so why not your company? Employees who are allowed to work on projects rather than hours report higher company loyalty, higher levels of employee motivation, and higher levels of productivity. And that doesn't even take into account the day or two a week of savings on gas and tolls.

If employee motivation matters, show it 

When real buying power is dropping - and employee motivation and productivity is falling with it - employers need to address the problem. And when raises and bonuses aren't on the table, make sure something creative takes their place. Your business could depend on it.

The high cost of gas ... on our pocketbooks and our productivity

No more pity parties ... time to throw a pizza party!

Ahhhh, the power of pizza. It's amazing how a fresh-baked pie, piled high with your favorite toppings, can make any gathering or get-together that much better. Recruiting a group of friends to help you move? Order pizza! Staying in to watch the big game? Order pizza! Hosting a backyard birthday bash? Order pizza!

Want to show 14,000 employees that you appreciate all their hard work and dedication? Order a truckload of pizza!

You heard that right. Men's Wearhouse Inc. recently arranged a surprise pizza delivery to every store across North America - to the tune of more than 42,400 pizza slices at 1,200+ store locations throughout the U.S. and Canada.

The reason? "The belief that our company should be a fun and rewarding place to work is central to our corporate culture," said Julie Panaccione, VP of Events, who coordinated the delivery. "Pizza was just one way to express our gratitude for each and every one of our associates' efforts."

The pizza extravaganza is another example of how Men's Wearhouse puts its money where its mouth is. It also throws annual black-tie parties, maintains on-site child care and offers fully paid work sabbaticals. The company, which was founded on the principle that it's more than "just a job," is obviously doing something right. Earlier this year, Men's Wearhouse made FORTUNE's "100 Best Companies to Work For" list for the 10th time since 2000.

Although I recognize that times are tough and that not every company can afford an all-out pizza blitz to reward its employees, I'm certain we can all learn something from this retailer's initiative. Whether it's a hand-written thank you note or a shout-out at the next company meeting, making an effort to single out and applaud your employees matters. That is, if employee motivation, employee morale and employee satisfaction matter. Human resource management means many things, but nothing will contribute more to your company's success than employees who feel necessary and needed.

And I repeat ... Nothing will contribute more to your company's success than employees who feel necessary and needed.

So you might hold the onions or anchovies, but don't hold the praise! For more ideas and insight on employee motivation, take a look at this article in our HR Library.

No more pity parties ... time to throw a pizza party!