Participation is something we learn: how can organisations build a culture of participation?

Imagine someone who has worked in an organisation for years without ever being asked what they think about the way things are done.

One day, the organisation decides to launch a participatory process. They are brought together with colleagues and asked what they would change, what they would improve or what ideas they have.

They might know exactly what isn't working. But they struggle to put it into words. They need time to organise their thoughts. Or perhaps they simply don't feel comfortable speaking in front of their manager.

And by the end of the session, someone might jump to a rather hasty conclusion:

“People just don't participate.”

But how can we expect people to participate if they've never had the opportunity to do so?

WHY DO PEOPLE FIND IT DIFFICULT TO PARTICIPATE IN SOME ORGANISATIONS?

Sometimes we see a lack of participation as a matter of attitude: some people get involved, while others don't.

Yet participation is also something we learn through practice.

We learn how to organise our thoughts, express our ideas, listen to different perspectives and disagree without feeling that we're creating conflict.

And, as with any learning process, we need opportunities to practise.

If decisions have been made without involving employees for years, we can't expect everything to change simply because we create a space for participation one day.

The environment matters too. Sharing an opinion in a team where different views are welcomed is very different from doing so in one where questioning a decision might have consequences.

Creating opportunities to participate doesn't necessarily mean people feel able to take them.

NOT EVERYONE PARTICIPATES IN THE SAME WAY

When we think about participation, we often picture someone raising their hand and sharing an idea in front of the whole group.

But that's just one of many ways to contribute.

Some people need time to reflect before speaking. Others express themselves better in writing. And some feel more comfortable talking in small groups than speaking in front of twenty colleagues.

That's why designing a participatory process also means recognising these differences.

We can combine individual reflection, conversations in pairs or small groups, and opportunities to share ideas with the wider team.

The aim isn't to make everyone participate in the same way, but to create different opportunities for people to contribute.

HOW CAN WE ENCOURAGE PARTICIPATION WITHIN TEAMS?

If we want to build a culture of participation, organising a workshop and asking people what they think isn't enough.

There are a few important conditions to consider:

• Give people time to think. Not everyone has an answer ready the moment a question is asked.
• Offer different ways to participate. Speaking, writing, reflecting individually or discussing ideas in small groups.
• Create an environment of trust. People need to feel able to express doubts or disagreements without fearing the consequences.
• Explain the purpose of participation. Be clear about how contributions will be used and which decisions are open to input.
• Keep it going. Participation takes practice and repeated opportunities, not just occasional workshops.

This is where facilitation can play an important role: helping to design spaces where different people can contribute and work together, while taking the group's characteristics and needs into account.

A CULTURE OF PARTICIPATION ISN'T BUILT IN A SINGLE SESSION

Sometimes we place high expectations on the first participatory session we organise.

We want people to speak up, share ideas, challenge one another and develop proposals together.

But perhaps they first need to see that their opinions are genuinely heard, that they can disagree openly and that their involvement makes a difference.

That trust develops over time and, above all, through experience.

Because encouraging participation isn't about getting everyone to raise their hand.

It's about creating the conditions for each person to find their own way to contribute.

And that takes time, practice and consistency.