Imagine a world where a simple “thank you” could stop a strike before it even starts.
Now imagine technology moving so fast that labor negotiations are happening in real-time, across the country, before leadership even knows it.
That’s not the future. That’s the world we’re already living in — and nobody knows it better than Michael VanDervort.
Michael joined me on The State of Work Today podcast to talk about everything from labor unions to AI, Starbucks to the Winnipeg Jets. But underneath the stories and examples, there was one big theme:
If companies want to build great workplaces today, they must focus on trust, communication, and how they adapt to technology.
Michael’s career started in a surprising place: delivering mail for the U.S. Postal Service. From there, he became deeply involved in union work, eventually building a long and successful career in HR, labor relations, consulting, and podcasting. He's worked inside unionized plants, for employee-owned giants like Publix, and today helps companies navigate some of the most complex workplace issues out there.
Throughout the episode, Michael didn’t just talk about theory. He shared real-world stories, straight talk, and actionable lessons that every business leader — and employee — can use right now.
And trust me: you’re going to want to use them.
Lesson 1: Technology Isn’t Coming — It’s Already Here
Early in our conversation, Michael and I joked about rotary phones, fax machines, and the early days of email. But it wasn’t just for nostalgia’s sake. It was to set up a major point: technology has always changed work, and it’s happening faster than ever now.
Michael explained how tools like AI and social media have already transformed how labor unions organize. In the past, a union drive happened mostly around the water cooler or after work. Now, workers can organize across different cities — even different states — in minutes, thanks to group chats, DMs, and apps like Slack and Signal.
Take Starbucks as an example. Michael walked through how their union movement exploded, not because workers were meeting in secret in the backroom, but because they were texting, posting, and sharing information instantly. A few stores in Buffalo quickly became 500+ stores nationwide.
On the HR side, technology is also reshaping how companies listen to their people. Michael and I talked about how analyzing open-ended survey comments used to be painful, slow work. Today, AI tools can scan thousands of employee comments in seconds and find themes leaders might otherwise miss.
But here's the catch: while technology moves fast, trust moves slow. And if companies don’t use these tools to genuinely listen, respond, and care for their people, no amount of data or tech will save them when problems arise.
Lesson 2: Communication Is Everything
One of the clearest themes Michael kept coming back to was simple but powerful: communication matters. It might even be the most important tool a company has.
He shared a story about Starbucks again to show how a communication breakdown can lead to major problems. When the pandemic hit, store issues like leaks or pest problems got reported through a centralized call center. But employees didn’t feel heard. Even when Starbucks was trying to fix the problems, the lack of clear updates made workers feel abandoned.
That feeling of not being cared for opened the door for unions to step in and say, "We’ll listen to you when management won’t."
Michael explained it in simple terms: when employees trust that leadership listens, cares, and follows through, unions don’t feel as necessary. But when trust erodes, even small frustrations can turn into big battles.
And it’s not just about avoiding unions. Great communication creates great cultures. Michael gave an example from his time working at a 2,000-person unionized manufacturing plant. Despite being fully unionized, they went an entire year without a single grievance being filed. How? Because leadership and employees worked together to address concerns early — long before they grew into formal disputes.
At the heart of it all is respect, transparency, and gratitude. Michael laughed about how some managers don’t even want to say "thank you" because they think "paying someone should be enough." But that mindset, he warned, misses the entire point. Genuine appreciation is free — and it’s one of the most powerful motivators any leader can use.
Lesson 3: The Future of Work Demands More Than Just Efficiency
Michael shared a really interesting idea: many companies get themselves into trouble when they chase efficiency over relationships. That might seem obvious, but in practice, it’s where a lot of organizations go wrong.
He pointed out that Starbucks' problems didn't happen overnight. Over time, the company moved from a people-first culture to a more corporate, call-center-driven model. At the same time, the pressures of COVID magnified everything. Employees already felt distant from leadership — the pandemic just made it painfully clear.
This isn’t just a Starbucks problem. Michael believes many companies, especially as they invest in automation, robotics, and AI, are at risk of making the same mistake. The temptation to cut costs, automate human touchpoints, and scale faster is strong. But it often comes at the expense of the trust and loyalty that actually build lasting success.
He shared a great example: when companies look at freelance work (like blog writing) and think, "We can just replace this with AI," they’re missing a bigger opportunity. Instead of cutting people out, smart organizations use technology to make their people faster, more creative, and more effective.
It’s not about choosing between technology and humans. It’s about making technology work for humans.
Michael’s advice for leaders is simple: if you want to avoid major labor disputes, if you want to keep your best people, and if you want to thrive in the AI-driven future, you need to double down on relationships, communication, and culture. Not cut corners.
The Future of Work Will Be Won with Trust, Not Just Tech
When you step back and look at Michael’s full story — from carrying mail, to union leadership, to HR executive, to consultant and podcaster — you see a pattern. Technology changes. Markets change. Laws change.
But trust? Trust is timeless.
As companies rush to adopt new tools, AI models, and digital strategies, the ones that win won't be the fastest adopters. They’ll be the ones who use those tools to stay more human — not less.
They’ll be the ones who listen better, respond faster, and never forget that behind every paycheck and every process is a person.
If you take one thing from this episode, let it be this: The future of work isn’t just about technology. It’s about building workplaces where people feel heard, valued, and part of something bigger than themselves.
And if you don’t believe me, just ask Michael. Listen to the full podcast here.
