ORGANISING Arbolitos (worker networks) Talking to apathetic or fearful workers.

ORGANISING

• Arbolitos (worker networks)• Talking to apathetic or fearful workers

2ARBOLITOS AND TALIKING TO APATHETIC WORKERS

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Arbolitos (worker networks)

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Basic guidelines for arbolitos (worker networks)• 5-7 specific workers are assigned to one person (the communicator).• Communication is person-to-person and one-to-one.• Exchange regular, agreed-upon messages.• Give feedback before and after major events or actions. ARBOLITOS (WORKER NETWORKS)

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Why do we call worker networks “arbolitos” (little trees)?

• Trees start small• Trees grow• There are lots of branches• Patience helps• Gardening needs a lot of time and patience• Constant pruning is important• Sometimes there are more leaves, sometimes fewer

… and ITF unions in Argentina, Chile, Ecuador and Peru use the word.

ARBOLITOS (WORKER NETWORKS)

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What are the different types of communication that the union uses with workers?

• Newsletters and leaflets • Websites• Telephone calls • Email messages• Text messaging • Social networking websites• Media (eg, television, radio, newspaper)• Person-to-person contact • Meetings

Which do we use the most?Which allows the most feedback from workers?Which is best when workers are afraid or lack knowledge about unions?


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Think about a union workplace that you know. Which group is the largest?• Workers who are actively involved in the union• Uninvolved workers• Workers who are actively anti-union


8ARBOLITOS (WORKER NETWORKS)


Why is the arbolitos (worker networks)

benchmark important?

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If there are 100 workers and 5 willing communicators, which will work better? 5 communicators

talk to 5-7 workers each.

Are all workers covered?

5 communicators talk to 5-7 workers each.


5 communicators talk to 20 workers each.


5 communicators talk to 20 workers each.



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Start small• No more than 5-7 people each.• Allocate the time for constant updating and changes.• Use the arbolitos or they will fall into disrepair.• Arbolitos will be more difficult to rebuild if not used the first time.



Example Goal: 70 people talking to 350 flight attendants

Goal: 70 people talking to 350 flight attendants

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We can sort workers for arbolitos by:• Home address or postcode• Work teams• Who knows who• Work area• Transport to and from work• Shift• Type of work• Other


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Accountability and mutual support• Get regular reports from all communicators.

• Do spot checks to make sure that the correctmessage has been communicated.• Gather feedback after major actions or events.


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If the communicator does not speak to their people…• Reassign the work or leave it undone until someone else comes forward.

If the communicator does not speak to their people…• Reassign the work or leave it undone until someone else comes forward.


If a communicator does speak to their people…• Give support, recognition and educational opportunities.

If a communicator does speak to their people…• Give support, recognition and educational opportunities.

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When there is fear…When workers will be facing pressure from the employer, we do not need to talk openly about the union.

Instead strengthen social relationships and discuss working conditions or any other topic of interest.


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How to build “underground” arbolitos• Keep the arbolitos small, with 2-3 workers instead of 5-7.• The communicators only keep in contact with those workers they trust and one organiser.• Only the organiser will know which workers are supporting the union.


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Surveys• Be careful that surveys do not altert the employer to your union activity before you are ready.• Keep them verbal and short, with only one or two questions.• Report the results when you are ready

Has your workload increased in the last 3 months? [ ]Yes [ ]NoHas your workload had a negative impact on the quality of your work? [ ]Yes [ ]No

Has your workload increased in the last 3 months? [ ]Yes [ ]NoHas your workload had a negative impact on the quality of your work? [ ]Yes [ ]No

Why do you like to work for the company?____________________________________________________

Why do you like to work for the company?____________________________________________________


Example: “85% say their workload has increased and 75% say this has had a negative impact on the quality of their work.

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To build arbolitos, we need to find people who can be communicators and co-ordinators, workers who will lead the organising.

What qualities do we look for in leaders?


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Two simple criteria can help us identify leaders:

To identify leaders, ask workers whom they rely on when there are problems and who organises social events.

To identify leaders, ask workers whom they rely on when there are problems and who organises social events.

1. Leaders have followers

To identify leaders, ask workers to do small tasks, and then you can spend time with those who complete the tasks.

To identify leaders, ask workers to do small tasks, and then you can spend time with those who complete the tasks.

2. Leaders do the work to help build the union.

Leaders are not necessarily the most outspoken or even the ones most in

favour of the union.


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Recruiting communicators and co-ordinators

Explain the need to organise Ask who is willing to help

Who knows anyone from the non-union or uninvolved areas?Who is willing to help talk to other workers?Ask for help during:• Union events • Workplace visits• Meetings • Individual conversations• Lunch and break times • Other


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Under-represented groups• List the types of workers that are under-represented in the union (by age, work location or area, shift, type of work, language, culture, gender etc).

• Work to recruit communicators who can talk to workers in their own languages and are familiar with their cultures.ARBOLITOS (WORKER NETWORKS)

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Arbolitos support union structures; they do not replace them

• Workplace delegates and union leaders help recruit, train and support the arbolitos.

• Arbolitos can assist workplace delegates.


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Building trust• Worker networks help us deepen our relationships and place these deeper relationships within the union structure.

• The more workers trust each other, the easier it is to organise.


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ACTIVITY: Planning an arbolito (worker network)

Aim: To plan how arbolitos (worker networks) will be used in your organising.

Tasks:Select a facilitator and timekeeper.• Describe the workplace leadership structure of your union. How can we involve these leaders in the creation of the arbolitos?• How many communicators will we need? How many do we have now? Do we need people to be co-ordinators?

• How will we recruit, train and support these people?• What information will we need to collect, and how will we keep and maintain records?• What problems might arise? How will we overcome these problems?• Review the arbolitos work plan form, and prepare to share your ideas on how to fill out the form.



ACTIVITY: Arbolitos (worker networks) work plan form

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Anything else to discuss regarding arbolitos (worker networks)?


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Talking to apathetic or fearful workers

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Talking to workers• Listen, listen, listen.• 80/20: Listening vs talking.• Ask open-ended questions.

TALKING TO APATHETIC OR FEARFUL WORKERS

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ListeningHow do you know if someone is listening?How do you know if they are not listening?


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• Body language• Allowing silences• Showing respect, especially when you disagree• Asking questions• Repeating what you heard and asking if you understood correctly

• Body language• Allowing silences• Showing respect, especially when you disagree• Asking questions• Repeating what you heard and asking if you understood correctly

Listening• Guessing what the person is going to say• Interrupting• Thinking up suggestions• Agreeing with everything said• Changing the subject or joking around

• Guessing what the person is going to say• Interrupting• Thinking up suggestions• Agreeing with everything said• Changing the subject or joking around

Not listening


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Don’t open with the word “union” if it will close down the conversation• When workers are afraid, or when they are uncertain where they are coming from, you don’t need to use the word “union”.• You can still have a good conversation about working conditions.• Focus on building trust and strong relationships.


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When workers are afraid of firings, retaliation or violence• Listen deeply.• Provide an open ear, support and solidarity.• Workers will make their own decisions about how much risk to take and when, and their risk levels are likely to change with time and circumstance.


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You don’t have to know everythingIf you don’t know the answer to a question, tell the person that you will find out and get back to them.


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Framework for an organising conversation• Anger• Hope• Action TALKING TO APATHETIC OR FEARFUL

WORKERS

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What the organiser is doing

What the organiser is asking

Anger Anger overcomes fear

Identifying the worker’s problems

Hope Hope overcomes apathy

Making plans

Action Getting a commitment


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How are things going?What do you think about ____________________?What do you like about working here?


Making plans What might we do to improve things?What have you or others done to try to change things in the past?


What can you do to help?Who else could I talk to about this?Can we talk again?


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Do not get into an argument or try to convinceOrganiser: “It won’t take too much of your time…”Worker: “She doesn’t understand. I have three young children.”

Organiser: “It won’t take too much of your time…”Worker: “She doesn’t understand. I have three young children.”

Organiser: “If we all join together, we can change things…”Worker: “He obviously hasn’t talked to my co-workers yet.”

Organiser: “If we all join together, we can change things…”Worker: “He obviously hasn’t talked to my co-workers yet.”


You want the worker focused on what they are concerned about, not all the reasons why it is so difficult to get involved.

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When the worker says no, return to your first questions

Aren’t you still concerned about ______________?

Is it that you think we can’t do anything if we get together?


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How are things going?What do you think about ____________________?What do you like about working here?


Making plans What might we do to improve things?What have you or others done to try to change things in the past?


What can you do to help?Who else could I talk to about this?Can we talk again?


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If the worker still says no…• Don’t argue. Both of you will get frustrated.• Maybe you can connect on other issues: - How long have you done this work? - What do you enjoy about your work? - What have you heard about the unions? - What do you like to do in your free time? • Leave the door open for you or someone else to talk to them again. TALKING TO APATHETIC OR FEARFUL

WORKERS

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Why do we stay involved in the labour movement?

Think about a specific personal, labour, community or family story or experience that explains your involvement.

• How and why did you get involved in your union?• Can you identify a particular time or event when you knew that you wanted to become more involved?• What is your vision for the union and the labour movement? Does this vision help you stay involved?

Share your stories and experiences.


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How can we deepen our relationships with other workers?


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How can we deepen our relationships with other workers?

One way is to share with each other why we are involved in the union.

• What is the other person’s story? Is it similar or different to ours?• What is their vision of the union or the power of the collective? Is it similar or different to ours?


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What will workers say and do when you approach them?


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ACTIVITY: Practising talking to workers

Aim: To practise talking to workers who are apathetic or fearful.Tasks: Select a facilitator and timekeeper.Discuss which workers you will find most difficult to get involved in the union.Decide what you might ask these workers to do (eg, come to an event, go with you to talk to other workers they trust, agree to talk again with you).Select three people to play these roles: union organiser, a worker and an observer. The observer will note whether the organiser is listening 80/20.Practice asking the worker to become involved. The most important thing is to use your own personality and way of talking. But do listen.Prepare to share any helpful thoughts and ideas from you practice.


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Anything else to discuss regarding talking to apathetic or fearful workers?


ORGANISING Arbolitos (worker networks) Talking to apathetic or fearful workers.

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Transcript of ORGANISING Arbolitos (worker networks) Talking to apathetic or fearful workers.