Alan Walker

Pick your battles - Not every disagreement is worth an intense discussion. Consider if this issue is mission-critical or just a minor annoyance that can be overlooked. Frame feedback constructively - Rather than criticism, offer input as helpful suggestions to achieve their goals. Discuss off-line if needed - For very tense situations, continue talks in private where the client may open up more without an audience. Involve other team members - If you reach an impasse, bring in colleagues with fresh perspectives to help find solutions. Be willing to compromise - You may need to meet halfway to appease an upset client and maintain trust. Reflect after - Think about what worked well and what you would do differently next time.

When having a difficult discussion, remain professional and focus on resolving the issues. As a consultant, you represent your entire firm - stay calm and lead by example. It is helpful to briefly summarise the context and goals for both parties before addressing any problems directly. This aligns everyone on desired outcomes before emotions potentially flare up. Listen carefully, and don't get defensive if the client expresses frustration. Their concerns are valid from their perspective. Seek first to understand, then aim to find mutually agreeable solutions. Above all, remember that this client is a valued business relationship worth preserving. Keep the conversation constructive and future-focused.

I've learned it's important to research the client's situation thoroughly beforehand - their industry, organisational structure, pain points and goals. This gives you insight into what may be causing contention from their perspective. It's also wise to reflect on the nature of your working relationship. Have there been disagreements before? Is there trust there? This dynamic will impact how open they are to your input. With context, you can tailor your approach to each unique situation and client. Rushing in blind risks misreading cues and further straining the relationship. Do your due diligence to set the conversation up for success.

We aim to make everyone involved in a project feel included. Take people on a journey, help them see the impact on their role, what it means to them, what the benefits are further down the line, and give them true clarity about their responsibility - and commitment - in directly or indirectly supporting a project. Do nothing in a black hole.

The right expertise can provide immense value in today's evolving workplace by helping adapt policies, processes, and technologies to meet rising employee expectations. Our firm keeps pace with the latest HR trends and regulations to guide clients through digitisation, remote work, diversity programmes, talent management and more. We collaborate with clients to provide custom solutions relevant to their specific culture and goals. Whether it's improving recruitment, reducing turnover or boosting engagement, our insights and experience consistently generate a strong ROI across industries.

As the founder of an HR tech consultancy, I understand the concerns about the return on investment for our services. However, in my experience, the right strategy and implementation generate significant cost savings and productivity gains that outweigh consulting fees. For example, we recently helped a client implement a new HRIS system. By streamlining processes, they reduced HR headcount by 20% and achieved over £500K in annual savings, more than 10x our fees, and 3 x our fees and the vendor's licence costs. General, when analysed objectively, our ROI is huge - and not "expensive".