Basically, when you are going around seeing how much support you have in the beginning, you are organizing. Its not rocket science, but it is a science. Here are a few suggestions.

Don't assume a person saying no to their union is not ready to support one. They just don't know how their union can help them yet. Thats going to be your job.

Don't count on short conversations at work to tell you anything. For one, people are afraid to talk at work and may be instantly alarmed at the word. You need time and the sense of security to hear people's true feelings. Try to meet people one on one or in very small groups outside of work. Try lunch, breaks or some manufactured reason to get together, like offering someone a ride in bad weather or to meet to discuss something else not store related. Unless you are certain they are a friend or a sympathizer, don't ask someone to meet you to talk union. Most people greet that like a root canal. You are putting them on the spot with a strange topic that scares them. Do it gently, with empathy.

Wtih people you trust you can be relatively forthright to start. If they say they want no part of a union, ask them why. Then shut up and listen. Ask them what they like and don't like about the job. Shut up and listen. If you have a response to their fears or how a union can help them in that moment, try it. If not, shut up and listen and find out what they like and dislike about work, what they fear or dislike about unions. Make some notes for yourself so you can keep straight everyone's concerns to go back later. When prepared address their concerns and show them how their union can help them, IF IT CAN, of course.

Anyone you talk to pro or con, ask questions, shut up and listen. Don't try to 'sell union' or argue union or build a union outright just yet. Make 'I've heard about a union movement out there' and 'boy does this job suck I wonder what we can do about it' two separate parts of the conversations. At your best, a union in your store will be THEIR idea.

Start with trying to organize one or two other people, best case scenario the hardest working senior employees in the store, if you feel you can trust them, of course. Once you have someone else visiting here and in deeper conversations with you, you have someone else organizing with you.

Get your facts down pat so you can address immediately the fear of getting discovered or fired and any previous bad union experiences. If you don't have a good answer, let it go, think about it and come back with one. There usually is a set of reasons people don't think they want to start a union. Soon enough, you'll be able to address all those negative responses on the spot.

If someone is dead set anti-union don't give up on them, but don't push it either. Half agree with them, then get the hell out of that conversation to have it again later when you have more support.

If someone is pro-union or leaning that way, work to involve and invest them personally in the process. Ask them to help with specific tasks. Make certain they know their union needs them. Follow up with them to continue to gauge their support and address concerns they have as they come up.

If workers are generally happy with Binc or your management, remind them unionizing is not a punitive action against a bad employer. It is an empowering action towards having a stronger voice in dealing with ANY employer.

Once you have two or more people on board, start having regular meetings to discuss where you are at and where to go. Not bitch sessions, union meetings that work on building a unified voice, not beating up Borders. Be a pain about getting people to meetings, follow up on those that didn't show, make them fun (like a bowling thing or regular breakfast or a bar night) following an agenda.

Don' t the impression or allow the misconception that people cannot talk 'anti-union' to you! They shouldn't feel they will hurt your feelings, piss you off, lose your friendship, or alienate you.

A union must be maintained over time. It is maintained by LISTENING, not forcing opinions, a true sense of shared ownership and investment, by making certain every member feels heard, important and inside the loop. Remember you share the same goals, you may only disagree on how to get to them.