Implementing change is easier when we understand what consultation is (and isn't)
A statement we’re hearing more often during change initiatives—along with its many variations—is:
"There hasn’t been any consultation", or "I wasn't consulted", or "They didn't listen to anything we asked for".
These phrases often serves as a red flag, suggesting that a project or initiative hasn’t meaningfully engaged stakeholders. While this can occasionally be true (not our projects of course!), more often, it reflects a deeper cultural challenge: a misunderstanding of what consultation truly means.
This misunderstanding can make the ultimate delivery of change, really tough!
Consultation: Essential but misunderstood
When change occurs—or is required—employee consultation is non-negotiable.
Done authentically (genuinely), it builds awareness and trust, fosters collaboration, and ultimately improves outcomes as you've considered as many angles as possible. However, for consultation to be effective, both organisations and employees need a shared understanding of its purpose and limitations.
A wise leader I worked with early in my career shared this perspective:
“A successful consultation process means everyone is a little bit unhappy, and no one is 100% happy.”
This captures the essence of consultation—it’s not about giving everyone exactly what they want. It’s about making decisions that respect diverse perspectives while prioritising the needs of the organisation as a whole.
Increasingly, some employees (and even leaders) have come to equate consultation with “getting everything I want.” When those expectations aren’t met, the result can be dissatisfaction or even resistance to change—undermining the very purpose of consultation itself.
Setting clear expectations - a key ingredient to delivering change
To build true resilience in the face of change, organisations must engage in open, honest conversations with employees about what to expect—and what is expected of them—during times of transition. Given that change is a constant in today’s world, fostering this kind of dialogue is not just beneficial, but essential at an organisational level. It ensures everyone is aligned, prepared, and capable of navigating shifts effectively.
If you think your organisation could benefit, here are three main points to discuss!
1. Authentic consultation: Active listening, not agreement
Consultation ensures decisions are shaped by diverse viewpoints. However, it doesn’t mean that every individual preference will be met.
Think of an architect designing a building: they must balance the needs of various users to create a functional and cohesive design. If they included every single request without compromise, buildings would be impractically large and inefficient.
Consultation is about balance—taking into account a range of perspectives—but it is not about giving everyone everything they want.
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2. Employment expectations: Balancing engagement and requirements
While authentic consultation and fostering employee connection to their goals and values at work is crucial (as it leads to higher productivity and greater employee satisfaction), it’s equally important to set realistic expectations. Work—despite our best efforts—sometimes involves tasks or changes that individuals may not fully agree with or enjoy.
Avoiding candid conversations about this reality can create a sense of entitlement, where dissatisfaction equates to disengagement or disruption. Leaders must emphasise that participation in change is a part of the job requirement, even if the change doesn’t align with an individual’s preferences or personal needs.
Side note: Sometimes, people leave an organisation because of a change, and that’s okay. If an employee feels that a change conflicts with their values or doesn’t align with them personally, leaving might be the healthiest choice. However, this should not become the default response to change. If it becomes widespread, that can signal deeper issues.
3. Clarity and honesty are non-negotiable
Transparent communication builds trust, even when the information isn’t what everyone hopes for. When employees understand the “why” behind decisions, they’re more likely to engage constructively.
Leaders play a critical role here—they must actively explain competing priorities and provide context for why certain requests couldn’t be accommodated. Clear, honest conversations go a long way in maintaining trust and fostering a collaborative culture.
In the project game, we often see an easier opt-out message used - "it's the project team, so we just have to deal with it". This is doing everyone a disservice, as when the next change comes along, you have set up a team for a negative experience and the project team often cops a lot of abuse that doesn't need to occur.
Changing the narrative
To move beyond the perception of “there hasn’t been any consultation,” organisations need to create a culture of meaningful and realistic engagement expectations. This involves:
When organisations set clear expectations and prioritise openness, consultation becomes more than just a checkbox—it becomes a powerful tool for navigating change with resilience, integrity, and shared purpose. And regardless the outcome, can work together collegiately and respectfully to deliver.
Ready to set the stage for successful change in your organisation?
If your organisation is struggling to implement change and you're hearing the tell-tale signs of consultation expectation misunderstandings, it's time to take action.
MEC Consulting specialise in both implementation and cultural transformation, helping you deliver change that sticks; and build authentic and trusting relationships in the process.
Email us at [email protected]—we’re here to help you turn change into a positive, empowering force within your workplace!