PREFACE: ABOUT PARTNERSHIPS

Recently, I was a guest at a networking day for HR staff from various companies and organisations. The organiser had invited me to give a presentation on the conditions for a succesful transition in the work organisation. I was quite looking forward to it: finally ‘really’ being among people to tell a story based on one’s own experiences as a knowledge worker or executive.

In addition to the content of the event, everything around it mattered at least as much to me: the pleasant setting in a green environment, the connection with the knowlegde workers in the room, the affirmative nods, the inspiring testimonies and questions from a genuine interest, but also the critical notes. And definitely the personal exchange during breaks and the more in-depth discussions during lunch in open air. It was well worth the effort of preparation. A workable basis for an imminent partnership between HR and trade unions?

One topic continued to dominate the discussions for some time: learning and developing at and around the workplace. Many organisations struggle with the question of how they can motivate their employees and knowledge workers to follow trainings courses and learn in a context of continuous change. There is budget. The interest, however, is moderate. We were wondering in our discussions whether HR and employee representation bodies can be close partners in facing this challenge.

The answer to that question was actually included in the closing message of my presentation. It is an important answer to all questions about partnerships between HR and trade unions.

It is an invitation for HR players to use social consultations as an ideal way to enter into a healthy dialogue about what matters to employees. If HR says that social consultations are a waste of time, a necessary evil or only for troublemakers, the chances of a constructive dialogue are reduced. And another thing: actively facilitate communication between employee representatives and their colleagues. If HR tries to limit the interaction, the chances of employee representation bodies adopting a broadly supported view are reduced.

Isn’t this a great basis for a partnership between HR services and employee representation bodies?

Never Work Alone 2022 | Author: Sandra Vercammen | Image: Dries Luyten