• Posted on Dec 15, 2023

Take a look at this news story: More Union Woes for Starbucks

Wow – if this goes through, Starbucks will be ordered to “immediately reopen the stores, re-hire employees, bargain with unions and compensate employees who lost pay and benefits.”

What this article does not say, is that when confronted with the possibility of unionization, they hired a massive law firm to advise on how to best handle the issue. They decided to focus on deterring and eliminating unionization instead of leaning into the issue with good faith and good business practices.

I’m sure they spent a ridiculous amount of money on this multi-year relationship with their advisors. I’m curious about what Starbucks might have done differently if they could start over again.

𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗟𝗲𝗮𝗿𝗻𝗲𝗱: 

✔️ Choose your advisors carefully.

✔️ Always collaborate in good faith with those you employ.

✔️ Make compassion-based decisions that align with your values.

In this case, it seems as if Starbucks will be 𝗽𝗮𝘆𝗶𝗻𝗴 𝗼𝘂𝘁 𝘁𝗵𝗿𝗶𝗰𝗲:

✔️ Once to their advisors for helping them fight with their employees.

✔️ Second for reparations to employees and the re-opening of the stores.

✔️ Third a priceless hit to their reputation that will take who knows how long to recover from.

As a clinical sociologist, the lens I see this through is the self-fulfilling prophecy and dare I say – conflict theory. Specifically, if your view your employees as enemies, they will become your enemies. If you view your unionizing stores as threats to your bottom line, they will become threats to your profitability.

Instead, when we view our people as human beings…as beloved resources that help us achieve our mission – our people will live into that expectation. They will dedicate themselves. They will give because the organization gives.

Sometimes in business and life, its easier to fight than to be in right relationship. It’s easier to shut down instead of remain in good faith conversation. It’s tough. It can feel impossible, and it is always worth it.

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