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Responses
Most organizations discover a labor problem the day a petition arrives. By then the outcome is nearly decided. We help leadership see what the workforce is thinking before that moment, and fix the conditions that make employees look for an outside voice.
of organizing campaigns show no visible warning signs in the 12 months prior
average cost of a contested NLRB election, before a single contract is negotiated
workforce dimensions measured by SentimentIQ™, including one no other platform touches
Most firms arrive when a union has already knocked. They coach your managers on what to say, run a campaign, and leave. The workforce dynamic that created the opening in the first place goes completely unaddressed.
Blue Sky Analytics was built around a different premise: union vulnerability is almost always an operations problem before it becomes a labor problem. Something broke in the relationship between management and the workforce.
That break has a cause. That cause can be found, measured, and fixed. The rest of this page shows you how we do it.
"By the time a petition is filed, the average workplace has been actively organizing for 9 to 14 months. The signals were always there."
"Employees who say they would vote for a union are not anti-company. They are pro-voice. That is a solvable problem, if you know which voices feel unheard."
"The highest-vulnerability facilities share one trait: a gap between the culture leadership believes in and the culture employees experience every day."
Explore a sample engagement below. Click through the departments. Watch where the risk concentrates. Then notice the one dimension we keep locked, and why.
SentimentIQ™ measures union vulnerability through indirect inference using field-developed proxy indicators. No direct questions about union support, the kind that create ULP exposure and unreliable data. Fully anonymous, with deployment protocols designed for NLRA compliance.
Scores are not the product. The product is knowing exactly where the 2.1 lives, which shift it works, and which decisions created it. No results are reported for any group smaller than eight respondents, so resolution never comes at the cost of anonymity.
The locked row above is the most predictive dimension we measure. We walk through the methodology in a confidential briefing, never in writing.
Request a BriefingEvery workforce challenge traces back to one or more of these six dimensions. Understanding where the gaps are, and how deep they run, is the foundation of everything we do.
How employees experience their direct supervisors and leadership chain. Trust, fairness, consistency, and whether management creates an environment where people want to perform.
◎ Primary union vulnerability driverThe flow of information between leadership and the workforce. Do employees feel informed, included, and respected in how decisions are communicated and explained?
Perceived fairness of compensation relative to contribution and market. Whether employees feel the total package reflects the company's genuine commitment to them.
◎ High correlation to organizing interestPhysical environment, workload balance, and whether employees feel the company prioritizes their wellbeing. Often a signal layer for deeper trust issues with leadership.
The overall emotional connection employees have with their job, team, and company. Belonging, pride, morale, and whether work feels meaningful day to day.
A proprietary inference layer woven throughout the assessment. Measured indirectly through field-developed proxy indicators. No direct questions that create legal exposure.
⬡ Methodology disclosed in briefing onlyFull-facility deployment of SentimentIQ™ with dual-phase interview design. Managers and employees assessed through separate, purpose-built methodologies. A complete picture from both sides of the relationship.
→We look at your labor challenge through an operations lens. Which scheduling decisions, workload patterns, or communication breakdowns are driving dissatisfaction? We identify the source, then work backward.
→When timing matters, we provide experienced consultants who work directly with your workforce: ethically, compliantly, and effectively. We know how people make decisions under pressure.
→Supervisors are your first line of defense and your greatest opportunity. We train managers to lead in a way that builds loyalty before it is tested, and to handle organizing activity appropriately when it surfaces.
→Your supervisors and HR team need to know exactly what they can and cannot say or do under the National Labor Relations Act. We deliver practical, scenario-based training that sticks.
→We monitor NLRB petition activity in your industry and geography so you never learn about a developing situation from a federal notice. Early awareness is the most valuable advantage you can have.
→The companies that maintain healthy labor relations over time are not the ones who won elections. They are the ones who never needed them. This is what that requires.
Our model produces results for a specific kind of leadership team. Before you request a briefing, see which column describes yours.
A frank conversation about what you are seeing, what concerns you, and what success looks like. No proposal until we understand your specific situation. No obligation, no record.
SentimentIQ™ deployed across your facility, configured for your headcount, shift structure, and department layout. Employees receive a unique anonymous access code. No email, no traceability. 90%+ participation is the norm.
Our consultants conduct structured interviews with both management and a representative cross-section of employees. Combined with platform data, this gives a three-dimensional picture of where the organization actually stands.
A full leadership debrief: six-dimension scores, department-level risk rankings, supervisor-level insights, identified root causes, and our interpretation of where union vulnerability actually sits, and why.
We define the desired state and build a concrete, phased plan to reach it. Specific actions, specific owners, specific timelines. Not a theory. A plan your team can execute starting the next morning.
"The question is never whether your employees have concerns. They always do. The question is whether they feel heard enough that they don't need someone outside the company to hear them for you."Blue Sky Analytics · Advisory Framework
A 30-minute briefing costs you nothing. What you learn in that conversation may be the most valuable intelligence your leadership team receives this year.
Prefer to start with the overview? Download the SentimentIQ™ Executive Brief (PDF)