Consult The natural reaction to change is to ask questions – what, when, how? It is important for employers to channel this natural reaction so that employees can make a positive contribution to change. If the views of employees are not listened to – or they are heard but ignored – it can lead to frustration and work-related stress.
The best way to involve staff in the management of change is through consultation. Consultation involves managers actively seeking out the
views of their employees and then taking these views into account before making a decision.
What to consult on Employers and employees generally agree among themselves the subjects to be covered by consultation. They normally cover broad issues of interest to the whole organisation, such as working conditions, staffing levels and training.
However, employers are legally obliged to consult with employees or employee representatives on the following subjects:
• health and safety • redundancies • business transfers • works councils • occupational pensions
The radical change brought about by redundancies or business transfers can obviously be very traumatic for employees. If employees are involved in the planning process – and made aware of major issues affecting the organisation – the threat of such huge upheaval will not come as such as shock.