Building a union from scratch is super hard. You face tons of difficult choices in an always evolving and adversarial context. Metrics are incredibly useful!

Here's three categories of metrics that I've found invaluable for building solidarity unions and similar efforts.

Caveat first and it's a big one. You need metrics that fit *your* union model. One of the most generative conversations you can have as co-workers is deciding which metrics matter most . You can't just take them off the shelf. That said, examples can help get you started!

1st category of super powerful metrics: chart metrics. You workplace chart is the tool for understanding your co-workers, their networks, identities, and relationships. Hands down one of the most important tools to building deep organization among as many co-workers as possible.

Here are three go-to chart metrics: 1) % of total co-workers who are charted, 2) % of departments and other key chart "fields" where an organic worksite leader has been identified, 3) % of workforce recruited to organizing committee after successful worksite leadership tests

You'll define what counts as a "charted worker". Meaning which data fields have to be filled out to consider that worker charted. You'll want to chart 100% of your co-workers in the constituency or "unit" you've chosen.

Similarly, seek to identify at least one na worksite leader for 100% of the identities, job positions, shifts, networks, etc. that matter among your co-workers. Finally, for the committee metric you'll want at least 10% of co-workers in your base to be on the committee.

Not just any co-workers, but the most respected. The natural worksite leaders who, when working together, can organize the entire base. That's what's meant by a committee that is representative and sufficiently numerous.

Solidarity unions center racial and gender justice. A key way to that is to apply an anti-oppression lens to every part of your model, big picture and day-to-day. Metrics are part of your model so you've got to apply the lens. How do you apply the lens to chart metrics?

Take racial justice for example. You have to track all your chart metrics by race. Use them to avoid racial inequity in how you're building your base. Do that by prioritizing the safety, needs, and leadership of BIPOC co-workers. Prioritize capacity for that community.

Chart metrics help you build an organizing committee and build it right. That's how you win! There's other chart metrics for sure, those are just three very useful ones in my experience. Remember you have to choose metrics for your model and where your campaign is at.

2nd category of super powerful metrics: how workers are valuing the membership experience. Solidarity unions meet justice needs via the leadership and self-activity of worker members. They're united by solidarity and powered by direct action.

Here are three key metrics to gain insights around how workers are valuing membership: 1) member retention 2) % of members in a given time period who have discharged a leadership responsibility or taken an action 3) avg. # of recruited workers per existing member

You could argue that retention just might be the metric that matters most in solidarity unionism! Workers give of their time, energy, money, and good name over the long haul to union experiences that matter to them over the long haul.

Solidarity unions aim to change workplaces and society fundamentally and that takes time. It takes enduring unions. It's a high participation model. Even solidarity unions with mandatory membership like IWW's Local 8 enforce the mandatory part from below via an active membership.

The single greatest problem to solve for solidarity unions today, and same was true historically, is how to make them endure until they accomplish their ultimate mission. Retention is tightly related to membership growth, leadership development, and quality of union experience.

I could go on and on but I'll just say that analyzing and acting on retention metrics is an extremely impactful practice with countless applications for your union. Never mind aggregate membership numbers without looking at retention and the leading indicators of retention.

A traditional exclusive representation union with mandatory dues often retains members or non-member dues payers via an agreement between the employer and the union institution. Solidarity unions don't do that, and have to be extremely attuned to retention.

Ultimately, you need sustainable "net member gain", a model that achieves new members in excess of those you don't retain. The best channel to organize in new members is often existing members. Existing members will do that work when they value their membership experience.

The average # of recruited workers per existing member is a metric that speaks to how well you're doing as far as engaged, passionate members, who are trained up to bring in new folks. It speaks to whether this wonderful rank & file to rank & file growth channel is performing.

Build and assert enough power to win your demands, foster a supportive and anti-oppressive community, be a vehicle for workers to fight for the society they imagine, offer compelling popular education, etc. In other words, a valuable union experience that will endure and grow.

Metrics around how workers are valuing the membership experience will help you and your co-workers create a union that does that!

Like all metrics, these need an anti-oppression lens. You have to track them by identities including marginalized ones, i.e., % of workers who undertook a leadership activity who were Black women. Allocate resources, leadership space, safety, etc. to most impacted co-workers.

3rd category of super powerful metrics: wins. Winning means creating justice where there was none. It means making safe what was unsafe. It means dignified work. You have to assert a lot of power to overcome the bosses' resistance and win.