If your organisation’s labour relations are less than optimal, it will impact on the pursuit of your objectives. You will find it more difficult to implement changes and muster support for them. The quality and intensity of the dialogue between management, employees, works council and unions is not enough to establish innovative solutions that enjoy widespread support.
But if your organisation’s labour relations are in good shape, your employees will enjoy their work and boost productivity. A constructive corporate climate produces a return for internal and external stakeholders alike. The figure opposite illustrates how AWVN views constructive labour relations.
Constructive labour relations don't grow automatically. AWVN advises on how to create a positive and productive corporate climate, one that centres on committed leaders and employers, (line) managers and employees.
The development of an organisation, its workforce and its conditions of employment will be successful only in a positive corporate climate with constructive labour relations. That is why AWVN always factors the quality of labour relations into the advice that it provides. HR tools can be near-perfect, but their effectiveness will stand or fall by the talks that the principal stakeholders conduct about them.
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