# 1 The stressed one
Type: Finding an appointment is already more difficult than expected and the meeting has to be postponed at short notice at least once. When you finally get an appointment, the stressed person points out right at the beginning: “I’m under a bit of time pressure”. He keeps looking at the clock – and the longer the negotiation lasts, the more nervous he becomes. Often he ends the salary negotiation with a non-binding “I can’t decide that now, I have to clarify that first.”
Hazard potential: With his hectic pace, the stressed person increases the stress level by a good amount of time pressure. Not to be infected by it is difficult, after all, you don’t want to stop it – and in the worst case, even annoy you. This unsettles and often confuses your own strategy.
How to proceed: The best way to reach the stressed person is to structure your arguments clearly and to be brief. The following applies: Stay specific. This helps the stressed out to follow you. Concrete questions such as “When did you clarify this?” Also help against vague phrases – and are a good starting point to follow up on at a later point in time.
# 2 The buddy
Type: Salary negotiation is uncomfortable for him, after all, he likes to rely on flat hierarchies and a good working atmosphere in everyday life. He will therefore quickly take your side in the job interview – but unfortunately his hands are tied. Usually the tight budget and one’s own superior are given as reasons. He then quickly steers the conversation to a more pleasant topic, namely your good work, which he greatly appreciates.
Hazard potential: Of course, recognition from the boss is great, but the buddy ensures a guilty conscience. By conveying that he would, if only he could, the subtext reads: Please don’t get me into an uncomfortable situation. In addition, you don’t want to appear greedy for money, after all, money isn’t everything. Your own salary requirement is quickly on hold and will not be discussed again anytime soon.
How to proceed: The best thing to do is to beat your buddy with his own weapons: Use his praise as a hook to draw attention to your achievements – which are worth significantly more than just praise. In individual cases, it can also help to offer the buddy type to tackle the existing hurdles together and, for example, to talk to the person responsible. However, research and timing are also crucial here. Because if the money is really tight, the buddy can’t do anything about it.
# 3 The correct one
Type: The correct person is often new to the executive chair and therefore wants to do everything right – exactly according to the instructions. This also applies to the salary. In the run-up to the interview, he found out exactly how large the financial leeway is and which regulations and standards he can refer to. He understands your arguments. However, he disarms you with the facts and the fact that your colleagues in the same position no longer earn.
Hazard potential: The correct person loves regulations, standards and principles and is very reluctant to move away from them. No matter how good your arguments are, he will always confront you with salary levels and regulations. And let’s be honest, who wants to be the exception when all colleagues are paid according to the same standards?
How to proceed: When negotiating a salary with the correct, preparation is everything. Your advantage: The standards that he refers to can usually be viewed and give you an insight into your negotiating scope beforehand. If your salary expectations are well above the regular maximum for your position, a change of strategy may be necessary. If a higher salary is only possible with one step up the corporate ladder, why not ask for a promotion right away?
# 4 The seasoned one
Type: The boss is usually a long time in the company and has already conducted many salary negotiations. He therefore already knows the tricks and strategies of your predecessors well enough – and knows how best to respond to them. In the salary negotiation he exudes authority, which he likes to reinforce with references to “earlier”. At that time you worked a lot more, for far less salary, after all, it was about more than just money. Excessive demands in particular can quickly and irrevocably upset the experienced.
Hazard potential: Employees should be as loyal as the experienced is to his company. He is proud of his company and his participation in its development. However, that pride can easily be offended if you appear to be inadequate for just that. He then quickly comes to the conclusion that you are only concerned about yourself – and correcting this impression will take a long time.
How to proceed: Loyalty to the company is the linchpin. Highlight your achievement, make it clear what you are doing for the company. The advice to remain loyal to the company can also support this point. Conversely, you can also emphasize that you value the company precisely because you know that your commitment is worthwhile – and that it is also valued financially.
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