Persuading employees: tips for managers

Being a good leader

Being a good leader is not just about delegating tasks and giving instructions. It also means motivating employees and gaining their support for change. Persuasive communication is often the key to success. In this article, you will learn how to convince employees using effective argumentation techniques, when to use which type of argument, and how to handle objections from employees professionally.

Leading with persuasion instead of instructions

Persuasive argumentation is often a more effective way to lead than simply issuing instructions. It not only involves employees in the decision-making process but also increases motivation and engagement. While instructions can deliver fast and clear results, persuasive conversations lead to a deeper understanding and acceptance of company goals and strategies.

The goal is to convince employees of an idea so that they implement it willingly and with motivation. Persuasion is especially helpful when introducing new processes or managing change. In situations that require immediate decisions—such as emergencies or safety-related tasks—instructions are still necessary.

Effective argumentation techniques for employee conversations

When working with employees, it’s important not only to give instructions but also to engage in dialogue and active exchange. With targeted techniques, you can communicate your points more clearly, deliver constructive feedback, and involve the employee in finding solutions.

Technique 1: The 3-B Structure

An effective technique for structuring your arguments in employee conversations is the 3-B structure: Statement – Reason – Example. This makes your argument clear, logical, and easy to follow.

• Statement: Start with a short and clear claim.
  Example: “I believe that introducing the new software will significantly improve our workflows.”

• Reason: Then explain why you are making that claim. Supporting your reasoning with studies can be especially persuasive.
  Example: “The new software will help us manage tasks better and exchange information faster. Studies show that companies that adopted similar systems increased productivity by 25%.”

• Example: Providing an example supports your claim and makes it more tangible.
  Example: “Our competitors implemented the same software and reduced customer response time from three days to just one. This shows how much faster we can work with this solution.”

Technique 2: The Sandwich Technique

This technique is often used to deliver critical feedback in a positive way. You begin with positive feedback, then present the criticism, and close with another positive comment. This helps reduce the emotional impact of the criticism.

Example: “I really appreciate how you use humor and small talk to create a relaxed atmosphere in meetings. However, I believe we could be even more efficient with a clearer structure. I’m confident we could cover topics more quickly with a bit more planning – and even get to our breaks sooner.”

Technique 3: Open-Ended Questions (W-Questions)

Open-ended questions are a valuable tool in employee conversations, as they encourage the employee to reflect and actively participate in finding solutions. Unlike closed questions that can be answered with “yes” or “no,” open-ended questions foster deeper engagement and allow employees to express thoughts and concerns.

Instead of asking, “Were you satisfied with the resources and tools for this project?”, you could ask, “What helped you the most during this project?” Such phrasing shows genuine interest and can provide valuable insight into how the employee is feeling.

Emotional vs. rational arguments – when to use which

An effective leadership style includes both rational and emotional arguments, applied depending on the situation and the individual. Rational arguments—based on facts, data, and concrete examples—are ideal for objective decisions and solution-oriented communication. They provide clarity and are often more convincing in practical matters.

Emotional arguments are effective when you want to inspire enthusiasm among employees. They are particularly useful for encouraging team collaboration or overcoming resistance to change.

Both types of arguments have their place, but they should be used intentionally and appropriately to ensure balanced and effective communication.

Handling objections professionally and motivating employees

Objections are a natural part of any discussion. The key is to use them constructively to strengthen your position. A professional approach involves active listening, showing respect for the employee’s perspective, and responding to concerns with reason and empathy.

Example: If an employee resists a new process, you might say:
“I understand your concern about the extra workload. However, the new process will ultimately free up your time for more challenging tasks. Let’s work together to make the transition as smooth as possible.”
This response acknowledges the objection and demonstrates that you, as a leader, take the employee’s needs seriously.