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How do you negotiate with employees who have high expectations?

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Negotiating with employees who have high expectations can be challenging, but also rewarding. High expectations can indicate a strong sense of motivation, ambition, and value, but they can also create unrealistic or unreasonable demands, conflicts, and dissatisfaction. How do you balance the needs and interests of both parties, while maintaining a positive and productive employee relationship? Here are some tips to help you negotiate effectively and respectfully with employees who have high expectations.

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Larysa Kalyta, MBA

Professor at George Brown College

1 Understand their perspective

The first step in any negotiation is to understand where the other person is coming from. What are their goals, concerns, and motivations? Why do they have high expectations? How do they perceive their own performance, contribution, and worth? How do they feel about the current situation, the organization, and the management? By listening actively, asking open-ended questions, and showing empathy, you can gain insight into their perspective and build rapport and trust.

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Larysa Kalyta, MBA

Professor at George Brown College
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Understanding the other person's perspective requires our willingness to explore and address a completely different angle at which the situation is perceived. In fact, reflective listening here would be helpful in building a trustworthy rapport. Thus, you would achieve positive relaxed medium to have a meaningful resultative conversation.

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James McGovern

Experienced Equipment Maintenance Manager
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My experience has been that team members have higher expectations that the reality of the actual facts. A common reason is often misinformation shared between peers that is not factually correct. The discussion with the individual can be beneficial to both parties when the data collected from the discussion/interview is compared to the realistic information of the situation. This may be an emotional discussion from the team members perspective, the focus needs to be non-threating

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2 Communicate your position

The next step is to communicate your own position clearly and confidently. What are your goals, concerns, and motivations? What are your expectations, standards, and criteria? How do you evaluate their performance, contribution, and worth? How do you feel about the current situation, the organization, and the management? By speaking honestly, respectfully, and assertively, you can express your position and avoid misunderstandings or assumptions.

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Larysa Kalyta, MBA

Professor at George Brown College
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I totally agree! In addition, identifying commonality (i.e. just like you, I strive for excellence) and asking a question prone to a positive answer (i.e. would you agree that doing our utmost for our company to succeed is beneficial to both you and I?) would maintain efficient communication.

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James McGovern

Experienced Equipment Maintenance Manager
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Once the team member shares their expectations the organizations structure/standards can be presented. After a baseline is established, moving to negotiation is a possibility..

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3 Explore options and alternatives

The third step is to explore options and alternatives that can satisfy both parties. What are the possible outcomes, scenarios, or solutions? What are the benefits and drawbacks of each option? What are the trade-offs, compromises, or concessions that can be made? How can you create value, synergy, or innovation by combining or modifying options? By brainstorming creatively, collaboratively, and flexibly, you can generate options and alternatives that can meet both parties' interests and needs.

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Larysa Kalyta, MBA

Professor at George Brown College
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Asking the person you are negotiating with on their suggestions would help us build up on their perspective, i.e. where they stand and what they ultimately wish to achieve. When assessing those suggestions one by one you would also want to bring the element of fairness and integrity, by adding questions to which the person you are negotiating with, would agree.

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James McGovern

Experienced Equipment Maintenance Manager
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If both parties are negotiating in good faith agreement and concession from both is required to move forward to a positive outcome.

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4 Evaluate and decide

The fourth step is to evaluate and decide on the best option or alternative that can achieve a win-win outcome. How do you measure the value, feasibility, and acceptability of each option? What are the criteria, standards, or benchmarks that can guide your decision? How do you weigh the pros and cons of each option? How do you ensure that both parties agree on the decision and its implications? By analyzing critically, objectively, and rationally, you can evaluate and decide on the best option or alternative that can create mutual benefit and satisfaction.

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5 Implement and follow up

The final step is to implement and follow up on the agreed option or alternative. How do you execute the plan, action, or solution? What are the roles, responsibilities, and resources that are involved? What are the timelines, milestones, and deliverables that are expected? How do you monitor, review, and adjust the implementation process? How do you provide feedback, recognition, and support to both parties? By implementing effectively, efficiently, and consistently, you can follow up on the agreed option or alternative and ensure its success and sustainability.

Negotiating with employees who have high expectations can be a rewarding experience that can enhance your employee relationship and performance. By following these steps, you can negotiate effectively and respectfully with employees who have high expectations and achieve win-win outcomes.

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James McGovern

Experienced Equipment Maintenance Manager
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Upon agreement of a plan establish a timeline to implement the plan, scheduled events (training, assignments, collaboration with others, mentors or sponsors as required) to ensure that the events occur as scheduled and progress is being achieved in a desired manner. The greater the effort at this stage the greater the opportunity for success of the plan.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you negotiate with employees who have high expectations?

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3

4

5

6

1 Understand their perspective

2 Communicate your position

3 Explore options and alternatives

4 Evaluate and decide

5 Implement and follow up

6 Here’s what else to consider

Employee Relations

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How do you negotiate with employees who have high expectations?

1

2

3

4

5

6

1 Understand their perspective

2 Communicate your position

3 Explore options and alternatives

4 Evaluate and decide

5 Implement and follow up

6 Here’s what else to consider

Employee Relations

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