Success Advice
7 Ways To Be More Persuasive in Business

Have you ever had trouble closing a deal or convincing someone of your worthiness? Most people have this problem or at least have had this a few times in their life. In Business, mastering the technique of persuasion is known to be the key to major success and can be the difference between a pat on the back or a slap in the face, figuratively speaking.
Read on for a little insight into the art of persuasion in the world of business.
7 Great Persuasion Techniques To Use In Business
1. Give and you shall receive
When someone does you a favour, you know instinctively that you will have to do something in return in the future. Psychologists call this the reciprocity rule, and it can be very useful in persuasion.
Try it out next time a colleague or your boss needs help with something by being the first to stand up and lend a hand. Even better, think ahead and be aware of the deadlines and meetings your boss has to reach so you know to step in if they get called away. According to the reciprocity rule, they’ll be more likely to return the favour in the future.
2. Admit your weaknesses
People will never accept an idea or proposal if it sounds too good to be true, so one of the most effective ways to be persuasive is to admit a weakness.
Next time you’re trying to convince someone into giving you that job or deal, admit a small drawback before you go on to tell them that you are the best person for the job, or why your proposal will work. For example, point out that you have only two years experience instead of the required three, but then go on to explain the relevance of your past experience and how it puts you ahead of other potential candidates.
3. Emphasise potential loss
A study in the Journal of Organizational Behavior showed potential losses count far more in a manager’s decision-making than the same things presented as gains. What this means is that to be more persuasive, you should point out what they have to lose by not accepting your idea, as well as what they can gain.
So if applying for a job, or putting forward a proposal, make sure to emphasise what the company has to lose by not taking on your skills or suggestions. Just make sure you do so respectfully, and do your research on the company or your client first.
4. Highlight similarities
It is well known that people respect and listen to those who they believe to be similar to themselves. One way to influence this is by using what psychologists call mirroring. By mirroring the body language, tone of voice and interests of the person you’re speaking to, you’ll make them more likely to accept your suggestions.
Next time you meet a potential employer or client, do a brief background check on their company or personal interests. Find any similarities between them and yourself or your individual companies and bring them up in the beginning of your meeting – they’ll be more likely to say yes if they feel like you’re on common ground.
5. Appeal to their reputation
People are more likely to behave in a way that is consistent with their past decisions or beliefs, thereby upholding their reputation. This is what psychologists call labeling.
You can use this to your advantage by pointing out that someone has demonstrated a particular trait in the past, and then suggesting that their next course of action remains consistent with that label. For example, say, “Your company is cutting edge and cutting edge companies invest products like X.” This technique is tried and true and you’ll often see it used in marketing.
6. Use Social Proof
When people are unsure of which course of action to take or how to behave, they tend to assume that others around them are better informed, and will look to them for guidance. Psychologists call this Social Proof, and it is a powerful mode of persuasion.
If you’re trying to convince someone to hire you, mention that you have had interest from other potential employers. Or if you’re trying to sell an idea or product, highlight how the idea or product has been successful with other businesses. People will trust the decisions or behaviours of others and will be more likely to do the same.
7. Take it one step at a time
This is all about getting your foot in the door. If you’re pitching a proposal that’s a bit of a risk, if you throw it all on the table at once your potential employee or client is likely to say no to the whole lot. In order to build trust, you need to convince them one step at a time.
Try breaking down what you aim to achieve into small steps, and then gradually talking them into saying yes to each one – you’ll be more likely to persuade them into giving you what you want. This process can take time but remember small steps in the beginning can lead to big leaps in the future.
The Great Jim Rohn once said: “If you want more, you need to be more”. Something to think about.
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
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10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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