Flexibility, engagement, and speed for future-proof employee participation
For decades, the works council has been a vital instrument for employees to influence policy and decision-making within an organisation. But the workplace has changed: hybrid working, digitalisation, and new generations of employees require a different approach to employee participation.
So how can organisations structure employee participation in a way that keeps it relevant, attractive, and effective for the future? The answer lies in flexibility, engagement, and speed.
Flexibility in employee participation
It is often assumed that younger generations are less interested in employee participation. However, both practical experience and research paint a different picture: young employees are highly engaged with topics like work-life balance, sustainability, mental health, and diversity.
What often holds them back is the long-term commitment typically required to join a works council. Serving for three or four years in a formal body feels like too big a step for many. This is why it is important to make employee participation more flexible: consider shorter terms of one or two years, staggered elections, or thematic involvement through project groups (explained below).
Engagement through project groups
Instead of having a fixed group of works council members involved in every topic, you can work with project groups focused on specific themes, such as the implementation of hybrid working, reorganisations, sustainable operations, or diversity policies.
These project groups may include both works council members and other employees with relevant interest or expertise. The benefit? Employees engage in matters that directly impact them, leading to more enthusiasm, better ideas, and broader support.
Speed in works council processes
One of the common frustrations around employee participation is that processes often take too long. In a time when organisations need to be agile and employees expect quick results, this can become a sticking point. But speed does not have to come at the expense of quality, provided the works council is involved in an early stage.
Involving the works council in the orientation phase of decision-making, helps avoid delays and improves the quality of proposals. This also fosters a culture in which the works council is seen as constructive and solution-oriented rather than as an obstacle.
Towards future-proof employee participation
Employee participation is essential, especially in a world that is constantly changing. But to stay relevant, the structure and approach of employee participation must evolve with the times. By creating a more flexible works council, increasing engagement by involving a broader group of employees, and accelerating decision-making processes, employee participation becomes more appealing to all generations and more effective for your organisation.
The works council of the future is not a rigid body, but a dynamic network of engaged employees who contribute to the growth and development of your organisation.
Questions about employee participation?
If you have questions about employee participation in general, how to establish a works council, specific consultation or approval procedures, or would like a training session on the Dutch Works Councils Act (Wet op de ondernemingsraden), feel free to contact me. Employee participation is one of my areas of expertise, and I am happy to support you with related challenges or provide tailor-made training sessions with enthusiasm.
For more information, also see my previous articles about the impact of employee participation on the development of your organisation , and about the success factors in the process of setting up a works council.