The expression "nature abhors a vacuum" applies to the workplace. If employers do not recognize and meet certain basic employee needs, employee morale will suffer and they will become vulnerable to the sales pitches of a union.

To avoid the prospects of a union taking over the job rights of employees, employers need to provide their workforce with the six things listed in this article.

1. Appreciation

Everyone likes to be appreciated, regardless of background demographics or age. But employees entering the workplace now demand to be recognized and appreciated by employers. After all, more and more of them grew up in an era when "everybody gets a trophy."

In the current social and political climate, employees of all generations seem to need more appreciation than they did in the past. Employers who do not show their appreciation to employees run the risk that employees will look elsewhere for appreciation — and most unions would be happy to "appreciate" more dues-paying members.

2. Respect

We are no longer in an era where employers can take advantage of and disrespect employees. Those days passed us by long ago when the robber barons lost their power. We now have all sorts of labor and employment laws that attempt to balance the power between employers and their employees.

The central message is that employees deserve to be respected. Employers who disrespect their staff will end up with trouble: bad morale, administrative charges, lawsuits or union activity.

3. Fairness

Promises of "fairness" resonate with workers, just as they do with voters in the political context. Employees seem to have an inherent ability to judge whether an employer is being fair to them.

Among other things, fairness means no unlawful discrimination on protected categories; advance notice of rules; notice of the consequences if rules are broken; an objective, fact-based investigation; an opportunity for the employee to be heard as part of the investigation; progressive warnings; penalties that are appropriate to the nature of the violation; and consistent treatment of those who violate the rules.

Without these protections, employees may feel the need to impose the written guidelines of a collective bargaining agreement or decision-making by an outsider, such as a court or an arbitrator.

4. Voice

Simply put, today's employees want to be "in on things." They do not want to feel isolated and ignored. They want to be consulted and to have multiple channels for providing their input on things at work that matter to them. These channels may include regular meetings, employee hotlines, skip-channel meetings or programs that provide them access to leaders in their organization.

Today's progressive employer will provide employees more forms of input than just the old-fashioned suggestion box. Employers that fail to have such mechanisms for providing employees a voice in their workplace could find themselves vulnerable to a union that promises to make the employer wake up, pay attention and listen to its employees.

5. Security

Most people do not like change. They want comfort and long-term security. In today's rapidly changing world, employers need to educate employees about how they can contribute to their own long-term security. Real security comes through providing excellent products and services at a reasonable price — not from an outside group like a union.

Employers who make arbitrary, inconsistent or discriminatory decisions or who fail to give employees adequate advance notice of important events will cause their employees to fear for their security. On the other hand, employers who provide employees with timely information, fair treatment and training will create a sense of security in employees.

6. Identity

Everyone wants to be associated with a winner. Why else do millions of fans follow the best sporting teams and clad themselves in their team colors?

Employers need to make their employees feel they are employed by a winning organization. If not, employees will look outside of the organization and may be persuaded to join the winning team of the trade organization or the union that is "more than a million members strong."

Conclusion

Employers who meet their employees' basic needs for appreciation, respect, fairness, a voice, security and identity should have better morale than employers who fail to meet those basic employee needs. Presumably, that will result in more productivity, efficiency and better service.

It should also result in a safer workplace, fewer lawsuits and less likelihood that employees will turn to a union to solve their problems when they arise.