What is the most effective way to handle a conflict with a union representative?

Start by avoiding organizing efforts in the first place. Minimization of the benefits a union can offer counters the promises, and makes the cost to workers and threat of damage to the businesses stability and market competitiveness obvious enough that employees can more easily choose to support their employer. Pay attention to reasonable needs and requests. Make sure workers know you care, even when you cannot always accommodate. Address requested that do not make business sense directly and logically. Higher costs unions bring actually leave less resources to address pay and benefits and remain profitable - so address what you can, explain what you cannot, and gently inform that unionized companies fail far more often.

I have had union members file a grievance against me rather than be helpful and come talk to me directly. Why not promote working together as a team! Had the union member come talk to me and say hey you really shouldn’t be doing that let me help you with that, I would have been very receptive and appreciative of the help. Instead they filed a grievance in silence like a coward. I have also been yelled at by a union steward for picking up a piece of trash and throwing it in a trash can. “You’re taking food out of my kids mouths” both instances were at IAM shops. I was an engineer at both places, not management.

I see a lot of folks using union avoidance talking points… go away union buster, that wasn’t the question. Consider conflict resolution techniques and remember that every human being has an ego. From the unions prospective, I’ve dealt with many members of management that felt threatened when I would bring up a potential grievance issue. After some time I found another way. 1 state the issue and why it’s an issue. 2 provide reference to the CBA or law in regards to the issue. 3 offer a solution. NEVER approach with a problem without offering a solution. 3 brainstorm on how each party can get their needs met within the confines of the agreement. This builds respect and trust. Never lie to the other party. EVER.

Let the union representative be heard. Do not go into any “negotiation” with a mentality of refusing to actually negotiate. Understand that the organization you represent is nothing without its employees and value them as individuals and not button pushers.

When we sincerely listen to the other side we are showing a willingness to understand. Not only should we listen but to really earn their trust and respect, once the representative has shared their perspective, we should repeat it back to them and let them hear what we think they said. We should work to get an agreement that our understanding is clear which builds further trust and builds a bridge for the representative to be willing to listen to our side as well.

When listening to communication, make sure you are paying attention to the words being said. Effective communication requires clarifying words that might have more than one meaning. Miscommunications or lack of understanding causes the most amount of conflict. Words matter.

First, no guessing. Always ask clarifying questions or your assumptions will come back to bite you. Second, declare your intent. If you don’t, people will assign intent to you and it usually is inaccurate. If others understand your intent behind your questions or statements they will be more forgiving if your delivery is not 100% polished.

Address all situations and procedures for best possible resolution to allow room for both parties to achieve proactive measures

Eine diplomatische Lösung ist in jedem Fall der beste Weg! Transparenz auf beiden Seiten fördert Verständnis und manchmal auch eigene Einsicht.

In my experience, never split the difference. Compromise may be needed as part of negotiations but you never split the difference. You may always need to go back to tactical empathy. Make sure you are being truthful with the things you can or cannot do.

In my experience having the ultimate interest of the employees at heart would go a long way in finding a compromising and effective way to resolve the conflict. While on the negotiation table, suggest a long lasting option than a piecemeal panacea.

Wenn die Fronten festgefahren sind, könnte Mediation durch einen „Externen‘ ein Lösungsansatz sein! Qualifizierte Manager suchen Lösungen und nehmen auch Hilfe an da es um die Sache geht!

Manchmal sind die Argumente nur Gedanken kleiner Egos! Es geht dann nicht mehr um die Sache! In so einem Fall habe ich die ganzen Deligierten in einen Bus gesteckt und mit genug Bier zu einen Fußballdpiel geschickt! (Es hat funktioniert)