5 Ways to Get What You Want from Your Employer

5 Ways to Get What You Want from Your EmployerResearch shows that the average employee spends 90,000 hours at work in their lifetime. This enormous amount of time is sometimes wasted because many employees are hesitant or afraid to ask their employer for what they want. Here are five ways that will ensure you get what you want from your employer.

Make your Request Simple and Reasonable

First, limit yourself to one to two reasons for your request. Managers have a lot on their plate, so trying to justify a verbal request with various complex reasons can actually backfire. For example, an employee asks their manager for a promotion and justifies it by saying that there are altruistic reasons, because they want to help coworkers and the company, but also personal reasons, because they are a dedicated, hard worker. 

The manager is more likely to compare and contrast these motivations instead of simply thinking about a single outcome. This is why many sales people use the foot-in-the-door technique that involves getting people to say yes to a minor request before they ask for their real request.

Write it Down

Many managers and business leaders have a type-A personality, which means they may be more ambitious, impatient and extroverted. An introvert who struggles to clearly explain their request is guaranteed to be brushed aside because they lack facts and clarity. Some requests involve a variety of factors and potential outcomes, so it’s sometimes best to document the request in an organized business proposal. This will help the employee list their reasons with logical justifications. Doing a thorough self-evaluation will naturally raise questions and help you prepare for objections. Documenting the request will allow you to email it to the employer and request that they review it.

Increase Self-Confidence

Most workers who are afraid to ask for what they want are more likely to be discouraged by poor self-esteem and self-confidence. It’s helpful to focus on your talents, accomplishments and core competencies. It may also be helpful to talk over your concerns with a trusted friend or mentor. 

They may help you explore why you’re afraid to make the request. Some people may feel inadequate, others may pessimistically feel they always fail and others may actually have hidden biases about themselves. For example, they may avoid being assertive because of their age, gender, ethnicity or socioeconomic status. Examining why your fears and lack confidence will help you feel better and more prepared.

Create an Exit Strategy

We hope that people will grant our reasonable wishes, but it’s not always possible. Sometimes, a request may be denied because there are legitimate reasons. For example, an employee who asks for a raise may not be aware that the company is experiencing financial strains. An employee who asks to be promoted to a position because of an upcoming retirement may not be aware that the retiring employee needs more time to make the transition. 

Those who make the request in terms of an ultimatum may receive a legitimate negative response, so this may cause stress and unpleasantness. Be sure to give the employer a way out without creating awkwardness or damaging the relationship.

Continuing Professional Development

There as several benefits of professional development. Employees become more capable and competent in their work and themselves. This increases confidence, performance and productivity. Employees who educate themselves experience a sense of value that transforms into motivation. Second, it demonstrates to the employer a commitment to individual development and the company as a whole. 

For example, an employer who is told the current employee isn’t ready to retire can respond through seeking external education in a relevant field. Employees who take ownership of their career development will impress the employers and make them more open to opportunities. Even taking negotiation classes will help the worker prepare for their proposal.

Finally, be sure to respectfully ask for feedback to develop a better understanding of the employer’s goals, needs and challenges.