How to Get What You Want at Work


With SEEK HR manager Rebecca Superiz.

Modern Office

Once an offer of employment is signed, sealed and delivered, there is often an assumption that outside of the salary and performance review cycle the window for negotiating is very narrow.

However, with some careful research and a well prepared business case, it is possible to negotiate perks and benefits that help you create a happy and harmonious work situation. The truth is that success with additional perks and benefits is less about luck, and more about how you ask.

Know what you want and why

Being organised and having confidence in your request is the best starting point. For example, for parents returning after maternity leave, the ‘double whammy’ of returning to work and trying to negotiate flexible work arrangements can be particularly daunting. However, by being clear about the arrangement you require from the outset helps to manage expectations and find a flexible working solution that works for both parties.

Prepare a business case

One sure fire way to get your manager across the line is to demonstrate the benefit the business will derive from your request. For example, if you need one day per week to work from home without meetings and distractions, this may boost productivity when it comes to completing necessary deadlines such as reports or campaign strategies.

Offer examples to leverage

Although, the additional benefits are extensively recognised, some managers/organisations are just not able to believe it until they see it. Therefore, arm yourself with several real-life examples of successful additional perks (ideally within your organisation), but at the very least, in your job role/or within your industry

Show your commitment to the business

You must be able to recognise that business requirements need to be considered first, so it is crucial you think about how the request will work practically before you actually have the conversation. For example, if you are interested in work-funded professional development, it should be for training relevant to your role and for long term career progression with the company.


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