Make Consensus Work For Your Human Resources Group Decisions
Consensus is a strategy used in group decision-making
. Its main goal is to reach a final decisions that all members would find acceptable since each contributed his part to its development. When a consensus decision-making is efficient, none of the team members would feel ostracized or become demotivated because he feels that his group mates do not value his ideas or opinions, particularly for significant work-associated matters.
Building consensus requires the participation of every member on the team. This bids particularly well for employees who think that they have a lot say, thus increasing their stakes in the business procedures and outcomes.
Human resources groups will benefit a lot from using consensus. Not only does it unify employees to focus on a common goal, but it can also incite higher levels of productivity. It promotes cooperation among employees, as it encourages each to take part in solving problems. However, prior to implementing a consensus-development model for your team, as the manager, you must weigh every consideration first.
To help you get started on the right foot, below are the significant ideas to consider:
Change the negative attitudes that downplay the effects of consensus.
If your team functions in a way that allows one member's idea to prevail over another, reaching a consensus can prove difficult. The same thing applies to teams that have made conflict-avoidance a habit. Building a consensus can only be possible when each member is given the chance to voice out his ideas, while understanding that, like him,the same right to speak applies to everybody else on the team. Even if it takes time to sort ideas due to disparity, remember: reaching a consensus does not always imply making a unanimous decision.
Schedule team meetings regularly.
Building a consensus requires regular correspondence through meetings. This is needed to ensure that each member gets regular updates, as well as the right to speak his mind, about the on-goings in his team's work itinerary.
Create an atmosphere that is conducive for effective communication.
Employees can tell if the atmosphere at work encourages people to express their ideas freely. If the environment is not conducive, they will resign themselves to clamming up. Once this happens, it is impossible to build a consensus since they refuse to share their ideas and opinions on significant work-related matters.
Establish well-defined goals.
Making the right decisions through consensus is improbable if the goals are not clear to every team member to begin with. As the manager, you have to ensure that your team members clearly know and understand the goals. Always find the time to discuss it with them. Reinforce this by providing soft copies through email (or hard copies if you are up to it), so they can go over it any time.
Advocate the decision.
Your efforts will only go down the drain if you and the rest of your team do not unanimously support the final decision. Practicing this promotes a rewarding experience because it naturally strengthens the consensus building process. This, in turn, raises involvement among all parties as it reduces any negative attitudes that can adversely impact productivity.
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