3 Lessons Employers Can Learn From "Big Unioning"

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What happens to the world when employees decide to unionize at some of today's most reputable brands? These are companies that have the reputation of being good, even excellent places for? Starbucks stores in upstate New York and elsewhere have unionized in increasing numbers, currently totaling 200 locations and counting. And Apple, Chipotle and Trader Joe's have also been making headlines lately for their workers' efforts to unionize.

Behind this trend are employers, large and small. These reminders are meant to understand what employees need.

Many in the retail industry rely on the flexibility of part-time rather than full-time employees. This works well for employers and some employees, but if you need to support a household, let alone seek a career, part-time is not a viable solution.

Related: Organizing Isn't the Only Way to Restore Workers' Bargaining Power

And while e-commerce has increased in some states and at some retailers, it's still not enough, so people have more than one job to make ends meet. The pandemic has only accelerated these problems: retail workers and other designated "essential" people have had to deal with unpredictable schedules, colleagues calling for sick leave and reduced hours, as well as layoffs and furloughs. Workers need psychological safety to perform at their best at work. This security is diminished by an unstable environment or the stress of juggling multiple tasks.

Furthermore, the new generation of workers is aware of the issues of social injustice at a time when these challenges are at the forefront. As reported in the Washington Post about a recent push to unionize at a Starbucks in Maryland, recent organizing efforts have been led by women, black men, and LGBTQ+ workers. A in August 2022 found that 71% of Americans approved of unions, the highest since 1965.

There is also a serious need for empathy among management at all levels. If you read (or listen to) employee testimonials about why they want union representation, it's not just about money or schedule stability.

An employee at the first store to unionize in Buffalo felt "resentment and anger" over strong company opposition. A few weeks later, store workers left the store due to management's refusal to address Covid-related safety issues and staff shortages. In other words, managers have failed to show empathy for the situations their employees face. And if they have empathy, they don't incorporate it into their communications and decision-making. This lack of empathy severs bonds of trust and the resulting personal financial pressure causes employees to turn to unions for help.

Related: Amazon workers fight to improve working conditions

What's left when there's no empathy? Transactional relationships where employees feel undervalued and management is untrustworthy.

A lack of empathy at the management level is a major contributor to the big quit among white-collar workers. He also seems to be a driving force in this "great unionization".

Here are three lessons learned from “big unionization” that any employer can use to help improve employee satisfaction.

is not just about pay and benefits: it's about understanding how employees perceive a job in a