Encouraging a genuine ‘Yes’: How to avoid pressuring employees

Getting employees to agree to overtime, last-minute tasks, or tight deadlines might feel crucial, but it’s essential to consider the real cost of a forced “yes.” When employees feel pressured to comply, it can lead to frustration, resentment, and lower-quality work. Maintaining employee engagement and commitment requires genuine, voluntary agreement, not just compliance

CREDIT: This is an edited version of an article that originally appeared on Harvard Business Review

Research shows that people often feel pressured to agree to requests, especially when asked by someone in a position of power. This pressure can lead to employees taking on burdensome tasks, compromising their personal boundaries, or even engaging in unethical actions. Simply asking for something can put someone on the spot, making it hard for them to say “no.”

While strategies exist to help employees say no, such as self-affirmations and “positive no’s,” these often place the burden entirely on the employee. These methods can also be impractical, requiring elaborate responses that are difficult to produce in the moment.

Making requests without pressure

To ensure your employees feel genuinely free to make their own choices, here are some strategies for making requests:

• Give them time to respond: When asked on the spot, people might agree simply because they can’t find the words to refuse. To avoid this, give them time to think. For instance, say, “Don’t answer right now. Think about it and get back to me tomorrow.” This approach helps ensure their response is well-considered rather than a reflexive “yes.”
• Request responses over email: Email allows employees to draft and revise their responses, making it easier to say no if that’s their preference. Even if you make your request in person, you can say, “Please email me your response.” This medium provides the space and time needed for employees to feel comfortable with their decision.
• Provide an example of how to say no: In your request, include a specific phrase they can use to refuse. For example, say, “If you’d prefer not to, please say, ‘I’d rather not.’” Research indicates that providing these words can make employees feel freer to refuse, thus ensuring their agreement is more voluntary.

Balancing requests and respect

The goal is to get beyond a simple “yes” and ensure that your employees’ agreement is genuine. By giving them time, using email, and providing refusal phrases, you can create a work environment where employees feel respected and free to make their own choices.

Understanding employee burnout

Employee burnout is a real issue that impacts both the individual and the organisation. Burnout is characterised by exhaustion, growing detachment from work, and reduced efficiency. According to a Gallup poll, 23% of employees feel burned out often or always, while 44% feel burned out sometimes. This means nearly 70% of employees are struggling with burnout.

By recognising and addressing the way you make requests, you can create a healthier, more productive workplace. Implementing these strategies ensures that your team remains engaged and committed, ultimately benefiting both your employees and your organisation.