Genuine Consultation
Consultation is a requirement for redundancies, workplace change and health and safety matters, but my question is, do you consult, or do you genuinely consult?
I have written before about consultation and why it is better to genuinely consult, than to do it just to tick a box but I felt to again. I have recently been working with a client with a number of issues including a redundancy. After looking at all issues they were dealing with, the client agreed to genuinely and I mean genuinely consult.
They could have done it different, in stages and remained compliant which still would have meant they needed to consult but they decided to genuinely consult and allow employees to suggest ideas either for them individually or as a group. The ideas then to be genuinely considered to then decide on the best way forward for the business.
There are times when it works more easily than others depending on the situation really, as sometimes there is little to consult due to business decisions and the right to make those business decisions but when the opportunity arises, take it and genuinely consult. It results in improved employee engagement, acceptance to change, better outcomes, positive workplace culture and of course compliance in some cases. In fact, it’s essential to the success of organisational change. There is so much to be gained by it!
When thinking about consultation, people normally think of redundancies, but consultation isn’t always like how you may think. In fact, you when google consultation it is mostly articles from law firms discussing required consultation such as with redundancies, workplace change and workplace health and safety. Consultation is defined as the action or process of formally consulting or discussing, to exchange information and opinions about something. So, it can be through surveys or focus groups that are one off on ongoing.
Sometimes I absolutely appreciate circumstances are don’t lead themselves to real consultation. I do believe it can be a waste of time and does nothing more than increase employee anxiety because businesses can make business decisions and in some cases what can an employee say to reverse that?. Not much!
However, there are times, particularly like this client I speak of, there is great benefit in consultation not only the best solution possible for individuals, team and the organisation. If you don’t ask you won’t know the value they can contribute. It will not only result in the best solution but makes a harmonious environment and increases the acceptance of change.
Make consultation part of normal business, but do more than consult, genuinely consult when it’s required under legislation and when its not. Do it for the benefits of the organisation and employees not the requirement.
At HR Business Direction, we can help with developing a desired culture whilst ensuring compliance with legislation and we do so with energy, care, authenticity and a holistic approach. Contact us here.
Related articles: How employee consultation can be a waste of time; Consultation with employees isn’t about ticking a box; Consultation with employees
Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
07 3890 2066
hrbd.com.au