How to Rebuild a Harmonious Workplace After a Strike

Just because a new agreement between your employees and company is in place, doesn’t mean you’re on easy street.

The agreement may be signed but the reality is the emotions and stress of a strike can be a traumatic experience. In addition, there will be some employees who are not happy with the new contract and may remain disgruntled. This can lead to absentee issues, sabotage, or slander online in some cases, and the poisoning of company morale.

To prevent a negative ripple effect post-strike your management must adopt a proactive approach. Taking steps to ensure the wellbeing of your employees after a strike has been settled is imperative. Doing so will help diffuse an ‘us against them’ mindset; rebuild goodwill, trust and loyalty; improve the mental health of your workforce; and make for a more productive work environment.

To assist your company in returning to a harmonious workplace, here are four steps you can take:

1. Create a climate of transparency and authenticity

• Recognize signs of distress early and foster a culture that prioritizes self-care. This is vital to preventing employee unrest or burnout.

• Avoid ‘spinning’ any event, unpleasant or otherwise, that happened during the unrest. Acknowledge and address any negative experiences and continue to cultivate a culture of improvement.

• Engage with employees through direct channels and employee engagement surveys. This will provide invaluable insights and that can help your company potentially avoid future labour unrest.

2. Have a clear communication strategy

• A communication strategy should be created, and its protocols agreed to by management and employees. This strategy will become the conduit to solving future complaints while controlling emotion.

• There should be a consistent goal to resolve complaints in an immediate fashion to avoid escalation as well as any embellishment unfavorable to either side.

• Respect and empathy should always be adhered to when dealing with complaints. If this guideline is not followed the issue should be documented and addressed as a pain point in later meetings.

3. Follow common principles

• Enter any meetings regarding grievances well prepared and equipped with all the data and facts available. If any investigation has been completed previously make certain all management involved is aware of the complete details.

• Aim to solve a complaint or issue in an expeditious and unbiased nature. Continuously illustrate and communicate the need to solve the issue even if things break down. Ensure ethics and mutual respect are present throughout.

• Openly listen to the grievances of all employees and union members. Ensure that the union is involved at any request while recognizing and respecting their perspectives. By adhering to this you will continue to build trust and establish or rebuild any tarnished relationships post-labour dispute. Once mutual respect and trust has been rebuilt grievances will be mitigated by the union representation.

4. Take continuous pulse checks

• Maintain an open-door policy between HR management, employees, and the union throughout the year. Be willing to listen to any suggestions. This will ensure that employees feel heard, well represented, and comfortable in their workplace.

• Keep apprised of your workplace climate. This will allow for an easier resolution plan when dealing with grievances.

There are times when labour disputes and strikes are unavoidable. They can be trying for both sides. Resolving them takes time, energy, and commitment, but even when a contract is in place, the work doesn’t end. An agreement is only successful when the harmony of the workplace that was disrupted is restored. By following the steps outlined above you can help put your employees and your company back on the path of wellbeing.