When people feel like they’re not being listened to, that’s what motivates them to join a union. – Evelyn Fragoso
In this episode of the Left of Boom Show, Phil Wilson speaks with Evelyn Fragoso, a former Teamster union organizer turned labor consultant, about what drives employees to support a union.
The answer is not complicated. Deciding to contact a union about representation is a cumulative process, often building over an extended period.
Employees move toward organizing after repeated experiences of feeling ignored, unheard, or unable to influence decisions that affect their work. Organizers do not create those concerns. They identify them, reinforce them, and offer an alternative.
Fragoso also highlights how organizing often begins in practical, everyday conversations. Issues like scheduling, overtime, and inconsistent management practices surface informally. When those concerns are not addressed internally, they become the foundation for a campaign.
The discussion is especially useful in the post-election context. Organizing does not stop after a loss. Internal employee networks remain active, communication continues, and organizers look for evidence that the company failed to follow through on what it said during the campaign. When that happens, the next effort is easier to build.
A key signal to watch is silence. When employees stop raising concerns or providing feedback, it often reflects disengagement rather than satisfaction. In many cases, it means the conversation has shifted elsewhere.
The role of supervisors is central throughout. They shape how employees experience the organization day to day. When they are equipped to listen, respond, and follow up, concerns are more likely to be addressed early. When they are not, those same concerns tend to escalate.
The episode also reframes how employers should view employees who raise issues. These individuals are often among the most engaged in the workforce. They care about the work and the environment. How the organization responds to them will influence whether they become advocates or support organizing efforts.
The practical takeaway is straightforward. Employers should revisit the issues raised during the campaign, address what can be changed, clearly explain what cannot be changed, and ensure consistent follow-up. They should also invest in supervisors who can engage employees effectively and build credibility through their actions.
Winning an election creates an opportunity. It does not resolve the underlying concerns. How an organization responds in the months that follow will determine whether the issue is settled or returns.
Listen to the full episode:
https://lrionline.com/podcasts/understanding-employee-motivations-to-join-a-union/
Connect with the guests:
Phil Wilson
Evelyn Fragoso
