When negotiating now is not the best option
When negotiating now is not the best option
Hi Nita - I recently received my performance review evaluation. Despite overwhelmingly positive feedback, I’m not receiving a promotion. Needless to say, I’m disappointed but I think it’s too soon to try to renegotiate. What do you recommend I do?
When you receive an offer, the ball is in your court - there is an opportunity to review the terms, do your research, and present your ask. But there are other times when you might want to negotiate, but feel that right now may not be the best time. Perhaps you recently accepted an offer or completed your performance review. Or your company just experienced a major re-org or round of layoffs. Or maybe you are feeling uneasy because there’s too much uncertainty associated with your role.
These are certainly valid reasons as to why advocating for more now may not make sense. However, even if you are not going to negotiate any time soon, you can take advantage of the present moment to start laying the groundwork for a favorable outcome down the road. Here are steps which can help you optimally plan this conversation:
Seek alignment
First and foremost, it’s important to ensure you are on the same page with your boss and/or key decision makers regarding the future outcome you hope to achieve.
“I’m very eager to move into [insert role] so I can continue to contribute meaningfully to the team.”
Not only is it important to clearly articulate your intentions, but both parties need to also believe this is an attainable and realistic goal to pursue.
Track results
In addition to goal alignment, make sure to secure agreement on how you are measuring progress toward your goal:
“What results do we need to demonstrate in order to achieve [insert goal]”
Because the professional world seldom operates as a meritocracy, it’s essential to be disciplined about taking ownership and tracking these key metrics as well as broadcasting results to stakeholders on a regular basis.
Schedule check-ins
Request protected time with the decision maker to discuss where you stand:
“Thank you for clarifying the steps that need to happen. Do you mind if we touch base regarding my progress once a month during our weekly 1:1s to ensure that we are on track?”
Despite the very best of intentions, career growth discussions usually take the backseat to the everyday reality of tactical decision making and workplace minutiae. Keep your target top-of-mind and relevant by scheduling regular sync ups on the calendar with your strategic stakeholders.
Obtain buy-in
Finally at each check-in, make sure you and your boss are still on the same page in terms of expectations and progress.
“Based on these results, do you feel that we are still on track to achieve [insert goal] by [insert date]?”
Although the over-communication may seem excessive, these conversations provide you with regular opportunities to troubleshoot issues earlier, incorporate feedback, reprioritize efforts, and reaffirm commitment as required.
When negotiating now is not an option, your best course of action is to find a way to align yourself with the decision makers, build a rock-solid case, and establish a clear and hopefully accelerated timeline for your advancement. These steps are a meaningful investment in your career growth. And the right time for that is always now.