Employee participation is not just mandatory. It helps.
Did you know that every company in the Netherlands with 50 or more employees is obliged to set up a works council? What is a proven way to develop employee participation within your organisation as effectively and successfully as possible?
3 success factors for setting up a works council
A number of aspects are key when establishing a works council. It is advisable to have a project-based approach for the development of employee participation in your organisation, and it is important to make employee participation attractive. In addition, the right 'mindset' is essential, namely the belief that good employee representation contributes to the growth of your organisation. The success factors I mention in this blog can be applied to both setting up a works council and updating employee participation in your company.
1. Project-based approach
The obligation to establish a works council lies with the company. However, if you want to ensure that employees are involved and motivated to participate in employee participation in your organisation, a project-based approach involving your employees is essential. Encourage employees to participate in the project and create a project team consisting of management and employees. This way, you build together in phases a model - with agreements and a way of working - that has broad support. This is also how you enthuse employees to stand for election to the works council. After the works council is established, it does not stand from day one. It is important to also make arrangements for training the works council members and management involved in consultation. I also advise you to regularly evaluate whether the agreements made are actually effective and make adjustments if necessary.
2. Using room for creativity and innovation
Employee participation still has a dusty image in some organisations. That is not necessary at all. There is enough room for creativity and innovation within the legal framework. Many arrangements are allowed, if management and works council make clear agreements with each other about this and communicate to employees. My advice is to pay attention in the project to the quality, efficiency and positioning of the future set-up of the works council model. Examples that can contribute: agreeing that the works council will be informed at an early stage and involved in advice and consent processes, working with project groups instead of permanent committees, using the knowledge and expertise of non-works council members and developing the skills and competences of works council members by, for example, offering a training program. Think about what fits your company and make employee participation attractive for your employees.
3. Genuinely value employee participation
A works council is established 'in the interests of the proper functioning of the company in all its objectives'. This means that a works council represents the interests of the employees as well as the interests of the organisation. Employee participation is a joint responsibility of management and the works council. Growth and development of companies is fundamentally achieved through knowledge and commitment of employees. Good consultation and dialogue are therefore necessary. This ensures that the direction and policy of an organisation are supported by employer and employees. So having a works council is not only a must but it helps you in the further growth of your company. Employee participation has added value for your organisation and your employees. As management, express that you really do value employee participation.