The Power of Negotiation, by Lisa Sanchez

The muscular flex “take it or leave it” power move in a negotiation, formal or informal, is an act that gets attention. Questions should be asked about that communication.

For one, should these offers be so bluntly expressed?

“It depends on the situation,” says Lisa M. Sanchez, the vice president of employee experience and engagement — human resources — at the ArtCenter College of Design. “If it is related to a job offer, employers who are offering the job should never be that matter-of-fact. After all, this is the introduction to building a relationship with the potential new employee and also an introduction to your organizational culture.

“Job offer negotiations should never be contentious. If they are, this relationship is doomed already. Employers shouldn’t risk the negative impact that rigidity could have on their brand reputation.”

Her experience has shown her why aggressive communication isn’t necessary.

“As a vice president for human resources, I know firsthand that there is always room to negotiate. Employers rarely offer an initial last and final offer,” Sanchez points out. “It costs time, money and resources to recruit, especially now in this very difficult job market post-pandemic. The offer was extended for a reason: one’s knowledge, skills, and abilities. So be bold and negotiate.”

The risk is too high otherwise.

“A ‘take it or leave it’ offer should never be an option because doing so leads to impasse and strikes,” Sanchez contends.

Yet, outside of the job context, they do have value.

“On the other hand, if I’m buying a car, I’m likely to give a ‘take it or leave it’ offer because I don’t want to pay more for the car than what it’s worth,” she says.

This type of offer is an too rough, narrow minded and challenges the other party emotionally and psychologically. This likely will create a similar type of emotional reaction.

”Ultimatums don’t work,” Sanchez says. “They can appear to be punitive and it’s a ‘my way or the highway’ approach. It’s self-centered bargaining at best. It’s tantamount to taking your ball and going home. In that regard, it closes the door to any further negotiations. No one plays. No one wins. It’s a lose-lose for both sides.”

There is a communication strategy when dealing with our own impatience and frustration or when attempting to test the other party’s resolve.

“A better way is to engage in open and honest conversations before negotiations start. Define expectations,” Sanchez recommends. “What is the end game for the negotiations? What are the respectful rules of engagement? What are both sides trying to achieve? Get clarity up front.”

What you don’t want to do, she declares, is be inflexible.

“Do not come to the table standing firm in your position. Position-bargaining is a failure from the start because it implies that little or no movement will be made,” Sanchez instructs. “Clearly, the other side has their own position.”

Best then to focus on collaboration and interests.

“Parties should come together to listen, learn and understand the issues, engage with empathy and then work together in cooperation to reach a deal,” Sanchez advises.

To Reach Lisa Sanchez, click here:  https://executivehrconsulting.com/consultants/justdigintoit