The consultants from Yessin & Associates add decades of operational, financial, and human resource management experience to your team. They have decades of experience at adding value to organizations 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, Yessin & Associates can help.
When you are transforming a business, and must save money to save jobs, Yessin & Associates can help.
Collective bargaining support – communicating for success at the bargaining table
Does the old contract work for you? Getting a good first contract 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 $20 million in poor work practices embedded in the old contract’s unwritten past practices.
Our clients have secured contracts 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.
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 organizing 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 employee relations and business strategies
What happens in another unit, another division, or another facility does affect what happens in yours. International unions have begun to coordinate negotiating and organizing strategies across industries and international boundaries – you must do the same. Understanding the relationship and making the linkage work to effect the desired outcome is the goal of our strategic team. Frequently this involves coordinating labor 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.
Winning strike authorization votes
If your employees knew what you put on the table, would they really go out on strike? If they knew the consequences, would they walk off their jobs? Our clients shoot straight with the members, and have avoided strikes, lockouts and closures.
Employee Opinion Surveys
Measures employee alienation, predicts labor 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.
Employee Relations (“Environmental”) Audits
One on one interviews between the consultant and management team to identify employee relations issues, and intensity or energy around those respective issues. Helps identify extent of organizing, 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 or strike issues – and while they can still legally be addressed or avoided.
Establishment of effective employee-management teams
In coordination with your legal counsel, we can help unlock the creativity, insight and skills of your workforce. American employers do have more legal restrictions on working directly with employees than in almost any other industrialized nation – it isn't easy, but it is possible, and it sure can make a difference. Call us to find out how.
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