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Easily Pick Up the Art of Saying No

Easily Pick Up the Art of Saying No

I used to suck at saying no, but trust me: when you say yes too often and your life no longer feels like your own, you learn really fast!

For me, it wasn’t so much a fear of disappointing people that fueled my “Sure, why not?” attitude–it was my nonexistent sense of individuality. Saying yes was my way of figuring out what I did and didn’t want, like and don’t like. But when it came time to set boundaries, what felt like a gradual shift to me was sudden and shocking to everyone else.

Here’s why saying no is important:

  • If you say yes too much, the quality of every aspect of your life will suffer.
  • You’ll become scattered, stressed, and unable to focus on what’s truly important to you.
  • People will start to consider you enthusiastic, but unreliable.
  • Feelings of overwhelm, inadequacy, guilt and frustration will consume you.
  • Follow-through? What’s that? You’ll completely lose faith in your ability to reach your goals.

Regardless of why you always say yes, the most important thing you can do is equip yourself with ways to say no that won’t hurt or offend anyone. This is especially crucial in the beginning, since no one will be used to you saying no. Eventually, as you establish your boundaries, it will get easier on both sides.

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Ease Into Saying No

When I first started saying no, it wasn’t pretty. At first it was more of a “Nnnyes.” When I was finally able to get the entire word out, I wasn’t prepared for the second half of the equation: the part where I’d spend so much time justifying my “no,” I’d be too exhausted to accomplish what I wanted to with that time.

If you really suck at saying no, the best thing you can do in the moment is say, “Let me get back to you.” This will give you the opportunity to make an informed decision and practice a concise, firm “no” beforehand.

When it comes to the actual act of saying no, here are my favorite strategies to help you get a grip on your life again:

Saying No at Work

With the level of job insecurity flying around these days, it’s completely understandable to feel as if saying no at work will negatively impact your career. As it turns out, the opposite is true! By focusing on quality over quantity on the job, it shows you care about not only the outcome of the projects others are trying to add to your plate, but also about the overall reputation of your company.

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Start off by showing you understand the importance of what they want you to do, or appreciation for being thought of:

  • “I’d love to help you out, but…”
  • “It sounds like a fantastic project, however…”

Then let them know why you’re saying no:

  • “I already have several time-sensitive projects on the go…”
  • “It’s not my area of expertise…”

End with offering them a back-up plan:

  • “I could put you in touch with…”
  • “Debbie in PR is well-connected to the companies you’d like to partner with. Here’s her cell.”

There will be times when you really do want to work with the person in the future, so let them know you hope to be free for their next project (don’t say you definitely will–you don’t want to make a promise you can’t keep).

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Saying No at Home

Saying no to friends and family is especially tricky; you don’t want to hurt their feelings or disappoint them, but at the same time it’s important to voice your wants and needs and do things that are important to you too.

There are those friends and family members who are consistent when it comes to returning the favor, so you can easily say to them, “Sorry, I already have plans,” or, “Work wiped me, I really need to recharge,” and ask for a rain check. They’ll understand and appreciate the give-and-take of your relationship as much as you do.

Then there are those who are dramatic and needy by nature. It’s pretty much guaranteed that they won’t accept an answer like the above–they’ll want to make new plans right on the spot or try to talk you into doing what they want anyway. Remain firm with your answer, and don’t feel the need to continue justifying your reasons. Trust me, they’ll try to counteract everything you say just to get their way. They’ll get the picture eventually. If they don’t, respectfully say, “This is who I am. Take it or leave it.” If they “leave it,” it’s their loss.

The hardest part of saying no? The unavoidable guilt as your family member or friend gives you the “humane society” face–the big eyes, the chin quiver, the crack in their voice that makes you feel like the biggest tool on Earth. But here’s the thing: you’ve said no respectfully, and for good reason. It’s your time to do exactly what you want with, so why settle for anything less?

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The only thing worse than someone being disappointed in you is being disappointed in yourself.

How has saying no changed your life for the better?

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Krissy Brady

A women's health & wellness writer with a short-term goal to leave women feeling a little more empowered and a little less verklempt.

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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