It's the most powerful question any manager can ask his/her staff.
Consider Ruby and Elliot. Each manage a staff of 50 at competing hospitals in the same city. Both were recently given the edict from their administrators to reduce expenses by 20 percent. Elliot gave it deep thought, then implemented his ideas. Ruby gave it deep thought, wrote down her ideas, then assembled her staff and asked "what do you think?"
Both managers sensed input from their staff would not likely alter their predetermined strategies. To Elliot it was a waste of time; to Ruby it was essential. Ruby's administrators were pleased, and her staff was accepting. Elliot's administrators were also pleased, but his staff was despondent.
Ruby understood the power of giving her staff input in decisions that affect them. Taking the group-approach to any challenge unifies the team with their manager, and promotes a sense of ownership in critical decisions.
Implement strategies you've devised in a vacuum and the impact is severe, long-lasting, and demoralizing.
Ask your staff how to lessen the impact of change and you've already lessened the impact.