Negotiating your salary can be challenging, especially when you face difficult negotiators who use tactics such as intimidation, aggression, or deception to get what they want. How do you manage such situations without losing your confidence, your value, or your relationship with the employer? Here are some tips to help you handle difficult negotiators and achieve a win-win outcome.
The first step to managing difficult negotiators is to identify their style and motivation. Are they competitive, collaborative, accommodating, avoiding, or compromising? What are their goals, interests, and concerns? How do they communicate and respond to your proposals? By understanding their style, you can adapt your own approach and find common ground. For example, if they are competitive, you can use facts and data to support your case and show them the benefits of your offer. If they are collaborative, you can build rapport and trust and explore options together.
If the difficult negotiator is the hiring manager that you'll possibly be working for, that should be a huge red flag. Even if it's somebody from HR such as a recruiter, aggressive negotiation styles are not warranted so I would think twice about joining an organization that negotiates aggressively or uses negotiation tactics to try to talk you down on salary or benefits.
How you manage difficult negotiators entirely depends upon what the negotiation is about! HR professionals have to be mindful of various factors such as the business goals, objectives, strategies, budgets and priorities etc but never during this process should they lose sight of employee engagement and employee experience. They should always value the opinion of their team and should strive towards reaching mutually beneficial outcomes.
The second step to managing difficult negotiators is to prepare your strategy and plan your responses. Before the negotiation, do your research and know your worth, your alternatives, and your walk-away point. Anticipate their possible objections, questions, and demands and prepare your answers and counteroffers. Practice your delivery and body language and rehearse different scenarios. During the negotiation, be assertive and confident, but not aggressive or defensive. Focus on the value you bring and the mutual benefit of the agreement. Don't be afraid to ask questions, clarify points, or take a break if needed.
The third step to managing difficult negotiators is to avoid common mistakes that can undermine your position or damage the relationship. To start, don't let their pressure or tactics make you settle for less than you deserve or can afford. It's important to stand your ground and negotiate for what you want, but also be realistic and flexible. Additionally, don't let their behavior affect your emotions or professionalism. Remain calm and respectful and don't take things personally. Instead, focus on the issues and the solutions, not the personalities or the conflicts. Moreover, don't make assumptions or accusations about what they want or why they act a certain way. Ask them to explain their reasoning and expectations and listen to their perspective.
I second that 100%. Maintaining a calm and professional demeanor during negotiations is critically important to maintaining a healthy long-term relationship with your stakeholders. Furthermore, Winning every single negotiation doesn't matter. Sometimes you make smart smaller adjustments to achieve bigger goals in the future.
The fourth step to managing difficult negotiators is to use positive techniques that can help you overcome impasses, create value, and build trust. Framing, reframing, and trading are some useful techniques that can be used in this situation. Framing involves using positive and constructive language to present your offer and address their concerns. Reframing means restating their position or your position in a way that highlights the benefits or the commonalities. Trading involves exchanging items of different value or importance, such as a higher salary for more flexibility, benefits, or perks. Using these techniques can help you navigate difficult negotiations.
In my opinion, an HR professional should not only be committed to win the trust of a candidate but should also ensure that this trust isn't abused in anyway. That would include negotiating a salary that's justified to their experience and skill-set.
The fifth step to managing difficult negotiators is to seek feedback and follow up after the negotiation. Ask them how they felt about the process and the outcome and what they liked or disliked. Thank them for their time and effort and express your satisfaction and appreciation. Confirm the details and the terms of the agreement and ask for a written confirmation or a contract. Keep in touch and maintain a positive and professional relationship until the deal is finalized and implemented.
The sixth and final step to managing difficult negotiators is to practice your skills and learn from your experiences. Negotiation is a skill that can be improved with practice and feedback. You can use role plays, simulations, or coaching sessions to test your strategies, techniques, and responses in different scenarios and with different styles. You can also review your past negotiations and identify your strengths and weaknesses, your successes and failures, and your lessons and insights. By practicing your skills, you can become more confident, competent, and comfortable in negotiating your salary with any type of negotiator.