How can you negotiate a contract that supports employee development goals?

2 Research and benchmark

To negotiate effectively, you also need to have a good understanding of the market trends, industry standards, and best practices regarding employee development. Research and benchmark what other employers in your sector or region are offering or demanding in terms of training, education, mentoring, coaching, or other development opportunities. This can help you determine your competitive edge, your bargaining power, and your realistic options. It can also help you avoid unrealistic or unreasonable demands or offers that could jeopardize the negotiation.

3 Communicate and listen

One of the most important skills in negotiation is communication. You need to be able to articulate your goals, interests, and concerns clearly and persuasively, while also listening actively and respectfully to your employee's perspective. Communication is not only about exchanging information, but also about building rapport, trust, and understanding. Try to use positive and constructive language, avoid jargon or ambiguity, and ask open-ended questions. Acknowledge your employee's achievements, aspirations, and challenges, and show empathy and appreciation. Avoid criticism, blame, or ultimatums, and focus on finding common ground and mutual benefits.

4 Explore and propose

Once you have established a dialogue and a relationship with your employee, you can start exploring and proposing possible solutions that meet both your needs and theirs. Be creative and flexible, and try to generate multiple options that vary in terms of scope, duration, cost, and impact. For example, you could offer a combination of formal and informal learning, on-the-job and off-the-job training, internal and external providers, individual and group activities, etc. You could also suggest different ways of funding, scheduling, or evaluating the development opportunities. Present your proposals as suggestions or scenarios, not as final or fixed offers, and invite feedback and input from your employee.

5 Negotiate and agree

The final stage of the negotiation is to narrow down the options and reach an agreement that satisfies both parties. This may involve some trade-offs, concessions, or adjustments, but it should also reflect a fair and balanced outcome. Be prepared to justify your position and preferences, but also to compromise and accommodate your employee's requests and concerns. Use objective criteria and evidence to support your arguments, and avoid emotional or personal attacks. Be respectful and courteous, and maintain a positive and cooperative attitude. Once you have agreed on the terms and conditions of the contract, make sure to document them in writing and sign them formally. Congratulate your employee and thank them for their participation and commitment.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?