ERA (UK) consultants have decades of experience at adding value to organisations through enhancing the performance and productivity of the human resources. Whether that change involves up-skilling the leadership team through training and development, winning the hearts and minds of the employees and their front line supervisors and through enhanced business literacy, securing better collective agreements or just calibrating your employment relations strategies to your business objectives, ERA (UK) can help.
When you are transforming a business, and must save money to save jobs, ERA (UK) can help.
Supervisory and Management Training in effective communications and advocacy for the business objectives
Many supervisors are promoted for technical proficiency, not communications skills – and certainly not advocacy skills. Many are not sure of what they legally can and cannot say during organising campaigns, negotiations, or even day to day human resource problems. We train them to be effective advocates for the business, better communicators and encourage and coach them as to what to say, not just what not to say. They learn to bring information in, as well as to hand it out.
Business Literacy Enhancement for management and employees
The foundation for successful communications. Once employees and managers understand where the business needs to go and why, they can become advocates for you, assets for you and allies for your business strategies.
Integrated employment relations and business strategies
What happens in another unit, another division, or another facility does affect what happens in yours. Trade unions coordinate negotiation and organising strategies across industries and international boundaries – you must do the same. Understanding that relationship, and making the linkage work to effect the desired outcome, is the goal of our strategic team. Frequently this involves coordinating employment labour relations, public relations, governmental relations, investor relations and legal resources – understanding the objectives and concerns of each and working together for a common goal calibrated to your bottom line business objectives.
Negotiations support – communicating for success at the bargaining table
Does the old collective agreement work for you? Getting a good collective agreement can be the key to your success. Bargaining never gets any easier, and establishing a good baseline to work from – as well as avoiding the surprise of undocumented “past practices” that cost you time and money -- may be the difference in success or failure of your new business. Ask our clients who failed to assess this and found millions of pounds in poor work practices embedded in unwritten past practices.
Our clients have secured agreements that allowed them to compete by taking their case to the employees. Isn't that illegal? Not if you do it properly. If employees of the old company are unwilling to change to meet the expectations of the new company, you need to know that up front. Our consultants are experienced at getting employees to sign onto the new work culture, and designing exit strategies, or soft landings, for those who prefer to take their talents elsewhere.
Union Vulnerability Assessments
Electronic surveys or one on one interviews between the consultant and management team are used to identify extent of organising, employee alienation or vulnerability. This process helps allocate resources more efficiently and creates a trip wire so you can address problems before they become issues – and while they can still legally be addressed.
Employee Opinion Surveys
Measure employee alienation, predicts labour problems, and identifies areas of convergence of opinion to help target communications and efforts more effectively and efficiently. Also used to benchmark acceptable levels and measure performance, or to identify outliers for recognition or remedial assistance.
Employment Relations (“Environmental”) Audits
One on one interviews between the consultant and management team to identify employment relations issues, and intensity or energy around those respective issues. Helps identify extent of organising, employee alienation or vulnerability, and can be used in conjunction with electronic tools to drill down beyond the electronic feedback and begin looking for anecdotal examples, solutions and differentiation so that solutions really match problems. This process helps allocate resources more efficiently and creates a trip wire so you can address problems before they become campaign issues – and whilst they can still legally be addressed.
Establishment of effective Works Councils
In coordination with your legal counsel, we can help unlock the creativity, insight and skills of your workforce. Our consultants have increased employee participation in works council elections – and thus the credibility of the organisation. We expect to have 85% - 90% or employees turn out and vote in important workplace elections, and can help ensure that your works council functions as an asset to your business – constructively, not antagonistically. Call us to find out how.
Directing communications strategy and providing communications support
Whether it is cultural change initiatives, collective agreement support, legislative initiatives or union campaigns, we can help devise a communication plan that works for your employees in your culture. Through strategies, training, surveys, multi-media support, handouts, feedback, and one on one or group advocacy we can help formulate or implement your communications plan.
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