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Have you had those time in your life when you ask for a promotion, or negotiating its terms?你有沒有要求過升職？過著談判過升職的條款？

A lot of people don’t understand why they keep failing in this.很多人不明白為什么他們的升職要求一直告吹。

And a senior HR just shared some insights:而一名資深人事剛剛分享了一點專業(yè)視角：

It’s because these people don’t really have the value to earn themselves a promotion.這是因為他們的價值并不值得升遷。

Or it never occured to them that they need to find a way to show their value.或者是，他們從沒意識到自己需要向別人呈現(xiàn)自己的價值。

It’s true that some companies have their own policies and rules when it comes to promotion–but there is still a tendency for companies to see what they can get away with. 確實，有些公司在升職方面有自己的政策和規(guī)則，但公司仍然傾向于不主動給員工升職。

This is why in a lot of instances, it’s on you, the employee, to make the case for why you deserve a title change and raise.這就是為什么在很多情況下，你作為員工應(yīng)告訴公司為什么你值得升職加薪。

To an extent, the preparation for promotion conversations are similar to negotiating job offers. 在某種程度上，升職談判與談判工作機會是相似的。

But a big piece of that preparation should be building your influence. 但是，在升職談判時，一大部分準備工作應(yīng)該是建立自己的影響力。

You have to be networking with everyone you work with in your team and your department, but also managing up and finding out what people need. 你必須與你所在團隊和部門中工作過的每個人建立聯(lián)系，同時還要管理并了解他們需要什么。

Finally, employees should see the negotiation process as transactional, and relational. 最后，員工應(yīng)該將談判過程視為事務(wù)性和關(guān)系性的。

It’s not about presenting your demands and not stopping until the other party concedes. 這不是單純地提出你的要求，并在另一方接受之前不要停止。

It’s about making sure that both parties find a solution that meets both their demands.這是為了確保雙方都能找到滿足其需求的解決方案。