Given that we are all aware of the strong links between employee engagement and productivity, it should be no surprise that, at this time of year, we are often asked, “How do I achieve better outcomes from employee salary reviews and EBA negotiations for my organisation?”. Here are a few top tips for employers on how to extract value out of your negotiations:
Firstly, ‘damage minimisation’ is not a winning tactic for salary negotiations. More often than not, we see managers walking into salary or EBA negotiations with a view to minimising the damage. The problem with this is that not only do you get damaged… it is also unlikely that your employee or unions are happy with the outcome either!
A much better strategy is to put a price on demands. The bigger the demand, the bigger the price. If you take this approach, you can grant your employee everything he or she desires!
Simple, right? If you are dealing with people who are used to getting their way… it may take some time for them to accept the new way of working. Keep your emotions out of it and don’t be tempted to revert to the slippery slope of relenting and accepting loss.
Examples could include:
Handling Multi-Pointed Claims
There is a clear process of how to approach the situation when someone presents a long list of demands:
Address the Tough Items First
The other key trap which we see managers fall into is ‘knocking over’ all the easy issues and leaving the harder ones until the end. The problem with this is that you have nothing left to trade when you are trying to ‘get the hard stuff over the line’! Our advice is to:
About the author:
Ben’s background is in commercial business to business sales. Leveraging studies in organisational psychology, Ben’s previous role was responsible for growing Profiling Online’s bespoke leadership assessment business locally and abroad across industries such as Banking and Finance, Insurance, Travel, Engineering and Professional Services.