Even when an agreement satisfies the legal definition of consent, individuals may not feel they have genuinely given it, according to new research from Cornell University. This disconnect can harm employees’ trust in their organization and influence their decisions to stay or leave.
The study highlights a “perspective gap” between those who seek consent and those who give it. Solicitors often overestimate how well-informed the other party feels, leading to misunderstandings about consenters’ true intentions and experiences. Employers, for example, may misjudge employees’ willingness to remain with the organization.
Understanding gap
“When we’re the ones asking for consent, we’re so familiar with the details that we forget it might be the other person’s first time encountering this information. They need time to process it,” the researchers explain. Yet, solicitors often assume that signing or agreeing signals full understanding—a flawed belief rooted in egocentric bias. “We’re anchored in our own perspective,” the authors note. “If I understand it, and I’ve explained it, you must understand it too.”
The study, which spanned six experiments involving real-world interactions, hypothetical scenarios, and surveys of hiring managers, found that consent-seekers routinely overestimated how informed their counterparts felt. This overconfidence led employers to underestimate employees’ likelihood of leaving the organization.
Affecting trust
Additional research showed that feeling inadequately informed during workplace agreements negatively affects employees’ trust, empowerment, organizational commitment, and job engagement. Employees who believe they didn’t truly consent are more likely to feel disillusioned and disengaged.
The findings carry important lessons for employers. Simply securing legal consent isn’t enough to maintain trust and foster long-term relationships. Employees must feel they fully understand the terms of agreements. To achieve this, employers should provide clear explanations, allow time for reflection, and invite questions.
“Ultimately, rushing consent erodes trust,” the researchers conclude. “It’s not just about legal protections. Ensuring employees feel informed shows you have their best interests at heart, which builds a stronger, more committed workforce.”
