Collective bargaining in postsecondary institutions is a complex phenomenon. Many observers believe collective bargaining is inherently a conservative process designed to preserve the status quo, one that rarely encourages change or innovation. The reality is that the two parties often face different pressures and have dichotomous interests and outlooks on key issues. In university settings, the situation is further complicated as labor management processes often do not include all institutional constituencies, precluding their ability to shape or influence bargaining outcomes. This article provides recommendations for how universities might become more responsive to faculty, staff, and students through collective bargaining, and, more specifically, how labor relations processes can be managed in ways that are more beneficial for all parties.