Furthermore, 55% felt confused or discouraged when there was a problem with the internet or with a cell phone. This raises some interesting questions for unions. Given the rising importance of communicating with members via the internet, does your union have a technology training program? Or some kind of tech help desk that can assist members with basic technology questions?
If not, would your union consider starting such initiatives - if it meant an increase in effective communication with your members? Or on general principle? If not, why?
We'd be very curious to hear some answers from Communicate or Die viewers because the report also points out an interesting fact ... it seems that early electronic gizmos were backed up by concerted efforts to train the population in their use.
For example, the early telephone companies gave very specific instruction in the proper use of a telephone. Down to proper phone etiquette. Something that modern tech companies have not always paid much attention to, and the U.S. government (in an age of shrinking governments) even less so.
Unions adoption of new technology has been famously uneven, too. And many unions, as we've said in these pages before, have barely got a primitive functioning website - let alone anything much more complicated that a phone tree.
We've also discussed the fact in past Communicate or Die posts that technology alone cannot make or break organizing campaigns or member servicing success. But it can certainly help if used properly. And we're all about that.
So we'd like to hear from folks on this stuff, as usual. We love it when folks comment here and get some dialogue going.
In that spirit, we should also make clear that we're happy to help new users learn how to comment to blog posts like this one, and how to post your own material, too. Always drop us a line if you need a hand.
(The author can be reached at jpramas@prometheuslabor.com with tech questions relating to this site.)
Training
Until recently, my Local had a techology coordinator, and half of their job was to perform individual, one-on-one, applications training in both Spanish and English (we are now hiring to replace them). I created this position in conjunction with occassional technology presentations on general issues like internet security to deal with the uneven development and capabilities of our staff. Over four years we went from having very little technology to having more than we can handle and we quickly exceeded the knowledge base. My idea was to teach people at their own pace and to use every technology glitch as a learning tool. It is my observation that people are receptative to learning something at the point they are having a problem.
There are a few issues with this model. First, your organization needs to be large enough to support a dedicated professional because it isn't cheap. Two, leadership has to be won over which is more difficult than you'd think particularly when there is a trade-off between training and another organizer or union rep. Three, finding someone who has the passion, labor knowledge, general technology skills, teaching and vendor management skills not to mention being bi-lingual isn't easy. We've also tried mentoring - making formal something that happens informally where a more knowledgable staff person acts as a resource to another staff person. However, this didn't catch on.
I know non-profits have experimented with "circuit riders" who visit sites on a fixed schedule and who are paid by groups of organizations that individually can't afford their own person. I would argue against volunteer help unless you haven't any choice and unless it is project based i.e. developing a database for a specific purpose.
I would also caution that my experience shows there will be always winners and losers and that training cannot overcome every personal obstacle. There will be power users and people who, for whatever reason, can't cope.