What can Labor-Management Committees and Employee Involvement Teams Do? – Part 1

We often are asked what Labor-Management Committees and Employee Engagement Teams can do. This is one of the most searched questions leading people to our blog.

Over the next few blog entries, we will look at some of the things committees we have worked with have been able to accomplish. As we do this, there are some things to keep in mind.

  • This list is not all inclusive. We cannot possibly list everything committees have done. In compiling this list we do not mean to disregard the work of any team.
  • Some items on this list may not be relevant to your organization or may even seem trivial. However, for the groups that worked on them, the problems were relevant and often controversial. For example, we have had committees of office employees deal with their organization’s dress code.  While this may be a non-issue for some, it was important for the groups that dealt with the topic.
  • Do not feel you have to pick items from this list. The issues your team chooses should be relevant to your organization and be based on the mutual interests and concerns of everyone.

With that in mind, we will begin to look at some of the problems that teams have or could address:

  • Increasing Employee Engagement – Teams can help identify appropriate ways to provide more opportunities for employee involvement and determine the best process for effectively implementing them.
  • Workplace Safety – We have written about safety teams based on our Safety Always process. Safety can be a good beginning point for starting a new cooperative process since it is a mutual concern of everyone in the organization.
  • Improving Employee Attendance – Be sure to approach it as problem-solving, not finger-pointing. Ask WHY employees are missing work and resolve those concerns.
  • Increasing Customer Satisfaction and Service – When employees hear concerns directly from customers they can develop creative ways to improve service. Some committees have included customers as part of the teams.
  • Improving Operational Efficiency
  • Cost Reduction – Employees have a strong interest in reducing costs, as doing so improves the stability of the company and help preserve their jobs.
  • Maintaining a Healthy Workforce – Another (usually) non-controversial topic that can pay long-term benefit to the organization.
  • Reducing Overtime
  • Better Health Insurance Procurement – Employee-management committees have saved companies money on insurance procurement by establishing a joint, transparent process.,
  • Controlling Benefit Costs – We have helped teams hold down costs increases and increase employee understanding and satisfaction  with the benefits programs.
  • Recruiting New Employees – A company had problems recruiting skilled employees. Involving existing staff helped them locate new sources not previously considered.
  • Eliminating Workplace Harassment – Jointly developed strategies can deal with harassment by identifying causes and opportunities for training to prevent harassment.

This is just the start of our list. Next week, we will look at additional topics committees have been effectively resolved. In the meantime, if your committees have a problem or process you would like us to highlight, let us know.

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About CALMC Blog

Columbus Area Labor-Management Committee is a not-for-profit organization dedicated to involving employers and employees to preserve jobs, resolve workplace issues, and promote labor-management cooperation. Visit our website at http://calmc.org
This entry was posted in Conflict Resolution, Customer Service, Employee Engagement, Employee Involvement, Job Retention, Labor-Management Committees, Labor-Management Cooperation, Teamwork, Workplace Health and Safety and tagged , , , , , , , , , , , , , , . Bookmark the permalink.

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