Two researchers from the University of North Carolina Kenan-Flagler Business School came up with an interesting connection between mindfulness and employee retaliation that has me drawing a further connection of my own.
The Kenan-Flagler study by Ph.D. student Erin Cooke Long and Professor Michael S. Christian suggests practicing mindfulness at work, which can incorporate workplace meditation, can actually reduce retaliatory behavior in employees who feel treated unfairly. (Here’s the study’s abstract.)
I suppose this can be seen as intuitive, but it’s apparently the first time mindfulness and retaliation have been connected in any study. As Cooke Long describes it:
“When employees think they have an unfair boss or colleague or the organization is unfair, they might be tempted to seek retribution or act in ways to ‘even the score.’ Mindfulness helps them short-circuit emotions and negative thoughts so that they can respond more constructively.”
Which gets me to my additional connection: How bout keep them mindful and meditating, and perhaps you can keep the unions from knocking at your door? Perhaps we can add “incorporating mindfulness into your workforce” to the many suggestions experts and attorneys offered in a recent webinar I blogged about the day before the National Labor Relations Board’s “quickie-election” rule went into effect.
Everyone speaking in that webinar agreed the rule — which became effective April 14 — would increase union activity and win rates within the business community.
And as Jeff Harrison, a Minneapolis-based Littler shareholder, said then, employers should be looking more closely at their people issues than ever before, because unhappy employees make for likely union members.
“Are your people treating your people right?” he said, because it’s those types of complaints — treatment ones — that “are almost always behind” employees being driven to unionize.
At the risk of making another bold connection, my sources for this blog post on the importance and difficulty of bringing mindfulness into the workplace — including our benefits columnist, Carol Harnett — would concur that offering such a stress-reducer certainly sends the message that employees are being treated well.
And if the UNC study is to be believed, which I don’t see any reason why it shouldn’t be, perhaps mindfulness can also keep their minds off “getting back” at you through protected concerted activities.