Don’t Make This Common Salary Negotiation Mistake. It Can Easily Backfire – post

What common negotiation advice tends to ignore.

By: Betsy Mikel

Many of us view negotiation as a Win/Lose situation. I have to win at your detriment (or vice-versa) or loss. There may be a better way to look at it. There is at least a different way to look at it.

[***Be part of the solution. “Like” and “Share” this so that others in your network will benefit from this post. You never know who’s looking for a new job.

Your unemployed friends will thank you for that.***]

For the month of May – or for the next 2 people, whichever comes first – we will discount everyone that tells us they see and appreciate these posts. The best discount will be $500 off of our Full Solution Career Coaching package.

We have other packages as well. Let us know when you reach out.
We’ll talk through our offerings, and then you can decide which appeals to you.

Schedule time convenient to your calendar at:

<> is a professional career trajectory coaching organization, helping managers and above since 2005. If you make $100,000 per year or more, you are losing at least $400 per day for each day you’re out of work.

We can help you land faster.

We’ve helped over 700 people since 2004, and we can help you, too.

“Stand up and be counted – or be counted out.” – Tom Peters

– Don Oehlert
Career Progression Coach
Be found. Get hired. Faster.


The most-touted salary negotiation advice boils it down to a few simple steps. 

Receive job offer. Negotiate.  Push hard. Don’t leave any money on the table. Take what’s yours. Get what you want.

Then you start the job, and everyone lives happily ever after. 

Yet this aggressive negotiation advice often glosses over a very important next step. The people you’re negotiating with are your future co-workers. Going hard at the negotiating table can start this relationship off on rocky footing. And it can have serious impacts on your job performance.

When hard negotiations backfire 

A study conducted by a professor and a postdoctoral researcher from the Wharton School of the University of Pennsylvania suggests a different approach to negotiating. Maurice Schweitzer and Einav Hart’s research encourages a softer approach that takes into account the relationship-building aspect of the transaction. They published the results of their study in the journal SSRN.

You might ultimately get what you want salary-wise. But consider that a short-term gain. If you went head-to-head during those negotiations, your future co-workers won’t forget it. Conflict begets conflict. You’ve already set the tone for your working relationship before you’ve even started the job. 

“These relationships can have long-term implications beyond the negotiation table,” Hart explained on a recent episode of the Knowledge@Wharton podcast. 

Hard negotiators proved to be less productive workers 

The research also found that wage negotiations can influence performance and harm productivity.

Schweitzer and Hart examined the outcomes of two cohorts of workers. One group of workers negotiating their wage with the employer. The other group of workers received a set wage that wasn’t negotiated. Whether they negotiated or not, both groups were paid the same.  

Even though they were receiving about the same wage, one group was less productive once they started the job. Negotiators did substantially less work when compared with the workers who didn’t negotiate. 

Schweitzer and Hart’s hypothesis is that negotiators were more likely to view their employer as their competitor. They had something to “win” in the negotiation process. That process brought forth competing interests that then continued into the workplace. Because negotiators don’t see their interests as aligned with their employers’, perhaps they aren’t as motivated when it comes time to do the work. 

A case for not negotiating your salary 

So should you just skip the whole rigmarole? Schweitzer would like you to consider it. Of course, it all depends on the offer itself and your specific situation. The Wharton researchers aren’t saying you should never negotiate. 

Above all, Schweitzer and Hart encourage you to understand the implications baked into your negotiation style. 

“The key idea here is that we can’t assume that when we negotiate, the negotiation process ends with an agreement and we start fresh right after that,” Schweitzer explains. “Rather, the negotiation process is part of a broader relationship that we have.”

Remember, you’re not negotiating the price of a piece of furniture. Once all is said and done, you’ll still interact with your negotiator in a work setting. In many cases, the person on the other side of the negotiation table is your future boss. Think carefully about how you want to start that relationship. ​

#leadership #shortage #careercoaching #ecareercoaching #resumewriting 
#resumes #results #betterresults #compelling 
#interviewingtips #interviewing #handbills #emotionalintelligence #interviewquestion 
#blogs #jobseeker #careerpivot #careerprogression #befound #befoundgethired 
#gethired #positivepsychology #laidoff #babyboomers #productive #habit 
#metoo #job #fired #emotionalintelligence #EQ #writing #storytelling
#millenials #GenZ #BradSchneider #MelindaBush #IL10

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.