Getting employees to buy into your ideas can be a tricky proposition. If you drop a hint and the employees happen to agree, it can be hard to backtrack later, or it may look like you had a hidden agenda and were just looking for their rubber-stamp.

“Employees often can smell that out quickly,” says Chris Hinrichs, ad hoc instructor with the University of Wisconsin school of business executive education.

It’s always a challenge to make changes. Human nature is geared toward minimizing or avoiding change. Hinrichs suggests being sincere and truthful. Let the employees know ahead of time what the parameters will be for the upcoming change.

You might tell them, “I need and want your input, but I may not necessarily come to the same conclusion.” You need to decide and explain whether you will make the decision; whether it will be a joint decision; or whether they alone will make the decision.

Some decisions are conditional, he adds. For example, the owner of a courier-dispatch company might let his employees pick out new vehicles when restocking the company fleet, as long as they stay within specified budget constraints. After all, employees are the ones who will be driving the vehicles. But, when it’s time to pick the insurance carrier for those vehicles, it’s rightfully the employer’s decision to make.