Can't get anyone excited about the Works Council?

Not enough candidates for the Works Council? Are the number of applications falling short of your expectations? Is no one responding to the call you posted on the intranet? Don’t worry — ORvox is here to help.

With just a few simple clicks, you can apply your company’s branding. In the next step, you upload your logo. ORvox then automatically generates a professional election poster that you can print, share on your intranet, or post in Teams to reach your colleagues.

But of course, recruitment doesn’t stop there. So, what works best in our experience? Read on:

1. Personal approach:
A generic and anonymous call for candidates usually doesn’t resonate with anyone. Think of the bystander effect during an accident. The key? Personally approach a few colleagues and ask them directly — one-on-one, human-to-human.

2. Ask for referrals:
If the colleagues you approach don’t want to run for the Works Council, ask them who they would nominate. Who do they think would be a great fit? Encourage them to excite that person about joining the Works Council. This is where the snowball effect begins.

3. Involve leadership:
When leadership expresses that employee participation is important to the organization — and that Works Council members will get the time and resources to do their job — it boosts the image of being on the Works Council. Even better: let management specify exactly what’s being offered. Think about the number of hours per week allocated for Works Council tasks, training, facilities (like a laptop, phone, or tablet), or even a stipend in some organizations.
Pro tip: The real go-getters immediately record this in a formal agreement with management.

4. Clarify the influence of a Works Council member:
People tend to shy away from what they don’t understand. The better you explain the impact the Works Council has within the organization, the clearer it becomes for employees. Consider using a whitelabel animated explainer video (we can connect you with a great provider!).

5. Set a goal:
How many candidates are you aiming for? If you know what you're working toward, it’s much easier to choose the right actions. Be as specific as possible — for example: “15 candidates.” Now you can get started, and you’ll know when it’s time to sit back satisfied. Bet you’ll get even more?