Worker Co-op Plan Events - Ours, Not Theirs

We workers in the Weaver Street Market Co-operative finally received notice in our bi-weekly Market Messenger of the series of meetings (called 'Co-op Plan Event') at which we WSM employees are told we will be able to engage meaningfully in decision-making concerning goals, plans and the budget in our co-op for 2016.

I am perfectly prepared to believe that pigs will fly. But I like to check with the WSM General Manager on the details first. And so ...

"Hey Ruffin,

Many thanks for the post in the 'Market Messenger,' and the far-reaching efforts to get employees to attend Co-op Plan Event.

I don't think it is any secret that I am concerned that, in accordance with co-op policy which requires that employees be included in decision-making which affects them and their workplace, these rather short meetings are not given over primarily to meet 'n greet, with a bit of show 'n tell.

If this is a genuine platform to allow employees to help fashion plans, goals and budget for 2016, then there must be clear opportunity for employees to have impact upon the same, and be seen to have impact.

That is not going to be the case if most of the get-togethers are given over to presentation of matters that have already been set, and employees feel they are merely giving feedback on decisions that have already been finalized.

I, for one, and in addition to one other more general matter, want to invite discussion about the amount of the funds (I don't want to get bogged down in technical terms) that remain after all of the set costs are paid (cost of goods, rent, utilities, etc.), where options are discussed, and we determine the amount of funds to be set aside for employee remuneration and benefits. That's a pretty pointless discussion if you have already decided that amount for 2016.

I know you keep saying that at a 6% average pay raise per year, we do better than Wal-Mart at 3%. Well, I would hope so. But, I think it is fair to invite employees, in line with the afore-stated co-op policy, to be involved in the decision that says, something like, huh, I look at sales in my department, they are up, year-on-year, by 20%, so where is the money going, and could we have more in the pay packet please?

The point is not providing me with a specific answer to my question. The point is, in accordance with co-op policy, giving employees all the information they need to be able to engage in such a conversation meaningfully, and then permitting them to make the decision consensually with management and administration.

If we cannot be involved in such a basic exercise as this, then what is the Co-op Plan Event for, actually?

Now, I understand that including employees in a conversation such as this, leave aside all the other conversations that we should be or should have been included in, like whether we wanted the Hot Bar doubled in size, like how much should be spent on what capital plans, like what wines to discontinue in the specialty department, and so on, being involved in all of these conversations is not going to happen in one series of 1 1/4 hour Co-op Plan Event meetings.

It is why at the meeting I attend, I will specifically be raising that general matter I referred to. Namely, is this a one-off; will it be repeated; and very specifically, how, on an ongoing, organized basis, are employees going to be regularly included in decision-making that affects them and their workplace?

In other words, nice as this Co-op Plan Event is, if it is not too taken up with food and raffle, what plans are there fully and meaningfully to implement the co-op policy which says that we employees must be included in the decision-making determined in the consultation exercise in 2007 - not just the occasional look-good chit-chat?

One final issue about logistics, and to encourage attendance. Gas is expensive. Time is money. You are saying that the meetings themselves will be on-the-clock. But for those living in Chapel Hill, Carrboro and further afield, there is the not inconsiderable cost of traveling to these 1 1/4 hour meetings in Hillsborough. Has some, will some consideration be given to allowing travel to be on-the-clock? And announced in the next 'Market Messenger'?

Looking forward to the Event I attend, and to other folks having good experiences with their meetings.

All the best,
Geoff"

Maggie's Hammer: The Galley

Yup. It finally arrived. The first galley of the book. Next up: the beginning of the pre-launch promotion campaign. Meanwhile, you can pre-order your copy on Amazon ...

Worker Co-op Plan Events

First of all, thanks. Then, the caveat. Thank you Weaver Street Market​ Co-operative powers-that-should-not-be for finally, after some years of campaigning by some of us, finally offering WSM workers what appears, on the face of it, to be a genuine opportunity to be involved in forward planning of the co-op we half own.

In this week's WSM employee Market Messenger, you will find the announcement that we workers are being invited to take part in a series of sessions in July, where the plans and budget for WSM next year will be discussed.

Now, the caveat. For those of you who are interested in being so involved, be very, very careful not to be sidetracked by the manner of the presentation, so that you leave feeling that you were 'handled,' not involved.

The sessions are limited to 25 people each. They last only 1 1/4 hours each. There is a lot of talk about food tasting, meeting people, etc. Is this part of the 1 1/4 hours? You know how these sorts of sessions are normally run. We get coddled, fed, given a raffle ticket, listen to Ruffin for an hour. And then, just when we are ready to offer our pent-up thoughts about the past ten years of our co-op turning into Wal-Mart Lite, we are told, sorry, Q&A is only ten minutes.

Don't let that happen. These are OUR sessions. Management is not doing us a favor by holding them. They are OUR right. They are being held because co-op policy demands we workers be involved in ALL decisions that affect us and our workplace. You can find the proof of that assertion in this link.

So. If you actually want to take meaningful advantage of the opportunity to be involved in decision-making going forward, use these sessions to ask for the answer to one very important question: what are WSM management going to do to implement the co-op policy referred to in that link, the co-op policy which requires that WSM employees be involved in all decision-making that affects us and our workplace - and when?

You don't have to ask that question. Up to you. But, I fear that, if enough of us do not ask, then WSM management will pretend that these glorified meet 'n greet sessions will meet the requirement to involve we workers in decision-making, and that will be that for a long time to come.

Do I overstate the case? Ok. Leave aside the 1 1/4 hours. And all the food and meet distraction. Look at the wording. We will be present to 'learn' about co-op opportunities. To give 'input' to business plans. To 'discuss' budget.

Just stop. Step back. Take a deep breath. Whose opportunities? Who came up with these initiatives? These plans? Who made the decisions crafting the budget? The size of pay raises? The amount set aside for capital plans? I mean, when exactly were any of we workers involved in any decisions that led to all of the stuff that will be laid before us as a tantalizing buffet at these sessions in July?

My very good friends. I welcome even the smallest opportunity to be allowed to be involved in planning the future of OUR co-op. But it will be only a very small opportunity, no more, if we simply accept what we are given, and do not stand on our rights.

So:

1) Question why we were not involved in the decision-making that led to all of these plans, opportunities, initiatives and budget. Ask if anything is set in stone. And if it is, why is it? Make your own suggestions. Demand that we receive feedback, indicating that our input has been taken into account. Demand reporting on such at the unit meetings to be held later this year.

2) Demand that this be a process. Not a one-off. Demand that we have the same meetings next year. And that, next year, we be involved in the crafting of all of the plans, initiatives, opportunities and budget, before they are presented to anyone.

3) Ask that important question. Take copies of my documents with you. Ask how and when WSM management will be implementing the co-op policy that demands that we WSM employees be involved in all decision-making that affects us and our workplace.

Or. You can enjoy the food. Meet people. Stay quiet. And accept the continuing diktat from the powers-that-should-not-be in the co-op you half-own. Your choice. You've been given an opportunity. Why not use it?

Pop Voxx - Beguiling

Just finished the most amazing session with my production team at Nightsound Studios, with whom I am recording my six-song debut EP as Pop Voxx / Geoff Gilson, which EP is provisionally entitled Beguiling, after the lyrics of the song Kisses, for which we tracked backing vocals today.

Kisses is the most finished of the tracks. And. It. Is. Sounding. Awesome.

You guys know it for the fun dance - video here. Soon, you will be able to hear what it is you're dancing to!

And what you will be hearing is a cross between the B-52's and George Michael (the Wham days), with a hint of Hawaii, and a sprinkling of Do You Love Me.

Many, many thanks to Chris Wimberley, Adrianna Villa, Geneva Walata and Meghan Puryear for their patience and their skills. We have a ways to go yet. But these guys are bringing me safely home! Thank you.

June Employee Strategy Meetings - Redux

Shout-out to all my fellow co-workers at Weaver Street Market Co-op. You will remember that I wrote recently that I had written to the WSM General Manager, to remind him that he had promised us meetings in June, as a follow-up to the WSM Employee Communications Survey, at which meetings he had promised that we workers would have the opportunity to give our input on the goals, plans, strategy and budget of Our Weave.

I got a response back from him:

"Hi Geoff,

The meeting schedule will be in the Market Messenger next week.

Thanks, Ruffin"

I replied:

"Thanks, Ruffin. I'm not sure if they are going to be unit meetings. But, if not, and they are optional meetings, are we going to take the same approach as with the communications survey? Namely that, managers will be encouraging all to attend, efforts will be made to accommodate schedules, and attendance will be on-the-clock?

Many thanks,
Geoff"

Not heard back on that one yet. But, chase up with your own managers, why not?

In the meantime, my merry band of Weaverites, you may also remember that I gave you the opportunity to arm yourselves with the information necessary to quiz Ruffin at those meetings about when and how he intends to implement the co-op policy which demands that all workers be regularly involved in the decision-making which affects us and our workplace - not just from time to time, when it suits managers.

Once again - if you want to see that policy implemented, that is - you can find that information here.

Good luck!

June Employee Strategy Meetings

What was missing from this week's Weaver Street Market Co-op employee's Market Messenger was any reference to the meetings we employees were promised would be held in June, and at which meetings we employees were told we would be able (finally!) to be involved in discussions about strategy, goals, plans and budget for the co-op we workers half own.

Yup. E-mail to our esteemed General Manager:

"Hey Ruffin,

You mentioned in a recent 'Market Messenger' that there would be meetings in June to allow employees to be involved in discussions about WSM strategy, goals, plans and budget. I wonder when they are going to be held?

I would like to give you notice that I will be attending at least one of those meetings, with copies of the documents produced in the link below (copied at my expense), in order to get an answer to the question: when will you be implementing the policy in question, and how?

All the best,
Geoff"

It's a long bloody hard slog to get these folks to comply with the co-op policy which demands that we WSM employees be involved in decision-making in our co-op, isn't it ... ??

Weavestock 3 -- It's Official !!

And in this week's Weaver Street Market Co-op employee Market Messenger. It's going to be held on Thursday, July 23, between 5.00pm and 8.00pm. And will be featuring talent that includes at least one employee from WSM.

There is room for more talent. It can be any sort of performing art. Music, poetry, comedy (family), juggling - if you can do it, you can appear. Contact Linda Fullwood (Linda@weaverstreetmarket.coop), to let her know you are interested.

And folks? This is our event. We organize it. We perform. If you aren't so hot on the creative talent, but are great at organizing, promoting, stagecraft, sound, lights, etc., get in touch with Steve Carter (Steve@weaverstreetmarket.coop), who is heading up logistics - everything from organizing and promoting, to arranging the sound equipment on the day.

The first two Weavestocks were huge successes. For audience and performers alike. Just great big WSM family parties. Why not be a part this year? And yup. Pop Voxx / Geoff Gilson will be there ...

Indy 2015 Awards, Bakery, Bread, Pies and Canine Heart Sounds

Huge shout-out to all my co-workers at the Weaver Street Market Co-op Food House in Hillsborough, NC, for winning separate Indy (Indy Week) 2015 Awards for their Bread, the Bakery and their Pies. Well done!

I also note that my very good friends in Canine Heart Sounds have been honored by being chosen as one of the bands to perform at one of the Indy Award parties. Congratulations! CHS will be performing at the first of two such parties, on June 6th, at Person Street Bar, in Raleigh.

CHS will also, by the way, be performing this coming Friday, at 9pm, at The Cave, on Franklin Street, in Chapel Hill. Along with The Wyrms, featuring co-worker and friend, Derek Gude.

I will be arriving with a filthy right hand, which I promise no longer to wash, since I have touched every member of CHS (Matt McElroy, Matt Peterson, Zach Hegg and Dan Westerlund) with its index finger - some more intimately than others ...

In the meantime, with all this honoring going on, I couldn't help but engage in a little teasing, and wonder whether our old FIFA mate Sepp might not have had something to do with handing out all the honors and awards. I mean, were backhanders involved? Right or left hand. I know. Wash my mouth ...

WSM June Meetings, Co-op Strategy, and Worker Inclusion in Decision-Making

This post is aimed at every last Weaver Street Market Co-operative employee, who responded in the recent Employee Communications Survey, that they wanted to be included in decisions that affect them in their co-op. Whether at department level, store level, or co-op level. This somewhat involved post is for you.

In response to all of our efforts, aimed at the WSM powers-that-should-not-be, encouraging them actually to include we WSM workers in decisions that affect OUR co-op, we were told in our last employee Market Messenger that there would be meetings in June of this year, to allow us to discuss with said powers what we would like for goals, plans and budget for WSM.

Which is all fine and dandy. But this is not a gift. This is our right. I have been banging on for several years now (which may be why all this has now happened, who knows?) about a co-op policy that formally requires that WSM employees are included in all decision-making that affects them and our co-op.

You can discuss what you like at these June meetings. What I intend to do is wave at all the folks present copies of the policy details, and ask said powers when and how they intend formally to implement the policy, so that we are not included at their whim, but within the context of a formal process and structure, that allows us to be involved in decision-making all the time, every year, on a regular basis.

If you want to do the same (at these meetings, at unit meetings, at department meetings, basically whenever the opportunity arises, until such time as we have the formal process and structure), then it occurs to me you might want access to the documentation that evidences this co-op policy.

Before I direct you, I make this point, since there is co-op employee policy which forbids the dissemination of what the powers describe as 'internal documents.' There is not one document to which I refer you which is not openly available in every unit. None of the documents refers to anything that even a half-wit would describe as proprietorial commercial or financial information. It is documentation which evidences the right of WSM employees to be involved in the democratic structure of the co-op which the General Manager says they half own. As such, and in keeping with the requirement of our co-op that we be open and transparent, I challenge any assertion that these documents may not be given the widest publicity, in order to allow WSM employees fully to understand and enjoy their rights.

Phew. In a bloody co-op!

Right. The documents.

I attach photo's of each of them. Bottom line. There is a Board policy called Treatment of Staff. It can be found on Page 1 of every WSM Employee Policy Manual. This is the policy which states that we must be included in decision-making.

Next-up is a document evidencing the results of a consultation exercise, held in 2007, which details which decisions are covered by this policy. You can find the document on every unit computer's Storecentral.net. That would be the page which first comes up when you go onto the web. Look at the top tabs. Two tabs in = HR & Training. Click. Middle of page, document = 'Decisions that require staff input.'

Same page, one document up = 'Decision Process Steps.'

If none of this works for you, I have produced a pamphlet on Lulu self-publishing. It is here. You can read it online for FREE.

So. Fellow WSM co-workers. We've waited and waited. For years. To be able to make impact, make a difference in OUR co-op. The moment is here. Arm yourself with the knowledge. Have the documents ready. Go to the meetings. And ask the same question I will be asking: when and how are you going finally to implement this policy?

Over to you.

Oh. And I've written to Ruffin, to let him know we're coming ...

More On WSM Employee Communication And Inclusion

Good news and bad news. If my fellow WSM co-workers bother to read the back page of this week's employee Market Messenger, they will see that, in response to the recent employee communications survey, WSM management have agreed to 'have sessions dedicated to discussing overall co-op direction.'

That is the good news. The bad news is that, although WSM management admit that they want workers to know what effect being a co-op has on goals, plans and budget, they do not unequivocally state that the sessions they plan will allow us to have meaningful input on WSM's goals, plans and budget.

So. If you want meaningful input, start badgering your manager now, to ensure that those sessions, and what follows, allow all workers the opportunity to be included in decisions that affect the things that matter most to us in our co-op.

Too often, we are asked for feedback when decisions have already been made. We're asked what we think of plans to spend millions on expansion or refit, when the decisions have already been made. And we're being asked whether or not we like the shade of pastel paint.

Decisions are made about focusing on local produce. But we're not asked what local produce. Or how best to promote it. Or where to put it.

We're told that WSM is going dramatically to change the nature of what is on offer in our stores. But, either we are not asked what we think, or we're asked, and then ignored

WSM co-op policy demands that we be included in the decisions. For real. Not in a window-dressing exercise.

So, WSM management aren't doing us any favors with offering us these immediate sessions. They are complying with co-op policy. We need to remember that. Make sure the sessions are truly inclusive. And then demand that attention is paid to the input, and that the process continues.

For the immediate sessions, ask your managers to make sure that we have enough information about WSM goals, plans and budget, so that we can then make meaningful input.

We should be involved (not just immediately, but each year going forward) in the decision-making that determines what money will be spent on, how much money is needed, what sales increases should be, what the margins should be, what the profit should be, what the dividend should be, how much should be made available for pay raises, and so on.

Again, as regards the immediate sessions, it is not enough that we have a show 'n tell, and then management disappears. We need available record of what input was offered, and then follow-up sessions to ensure that input affected the final decisions.

Going forward, we need an agreed process each year, to ensure that we workers continue to be involved in the decision-making about goals, plans and budget.

We also need regular department meetings. Say, four a year. Where full information is available. And where decisions are made consensually. Department meetings, which are not just about implementing management plans (as this week's Market Messenger suggests), but where employees are able to set at least half the agenda.

We have finally got management to admit that there is a co-op policy that demands that they allow all workers to be involved in decisions that affect the workplace. But they now seek to pretend that the policy refers only to matters that management wants to affect our workplace.

So, this week's Market Messenger talks only about issues like consistency of employee performance, productivity and training. That's fine for management. Not so much for we grunts.

In my workplace, I am affected by my workload, my pay, my hours, management performance and decision-making in which I am not involved. I want to talk about those matters too.

That only happens if there is a stated commitment to allow employees to set, say, half the agenda of regular department meetings.

Same thing goes with annual unit meetings. Too much of those meetings is taken up with corporate show 'n tell. In future, I would like to see, again, at least half the agenda of those meetings set by employees.

Right. That's enough to be getting on with. But remember, none of this is going to happen unless you speak up, too.

Remember too, what is in the Market Messenger is only a management summary of the communications survey results. The full results can be found on the WSM wiki page.

For example, management claim that there was only one response of 'everything' to the question 'what area of the workplace and business do we want to give input or ideas on?' Um. Crap. I read all the responses. Try: a whole bunch of similar replies ...

The Book - The Index - The Strut

So, my publisher contacts me today to seek advice on The Index for The Book. He has a list ...

Hang on. What?

He has a list ...

No. Before that.

Er. Book? Publisher?

No, no. In between ...

Index?

Yes.

Index?!

Yes.

People. My Book. Is going. To have. An Index.

An Index.

Puff. Strut. Preen.

Economic Democracy On WCHL

Yes. Those were my dulcet English tones gently wafting through the ether courtesy of WCHL's 'Commentators' section at the crack of dawn the other morning [you can read the text here]. Of course, I wasn't up in the wee hours. Heck no. I like my sleep. I recorded this yesterday. At a sensible hour.

And so it was that WCHL very kindly, if a little unwisely, invited me to declaim about the lack of economic democracy in our local grocery co-op, where I am a worker-owner. And so. I did.

Of course, I maintain that I accept these offers in order to slay the dragons of oppression, advance the cause of people's rights, and fight for freemen and freewomen everywhere. But really, I'm just hoping that my soft English purr will get me a date.

However. No date to date. Just the whine about Weaver Street Market's style of financial decision-making. Which, to be fair, is always worth a good whine. Sigh. But hey. Who knows ... ??