4 Steps to Convincing Your Boss to Invest in You

by Oct 31, 2017Civil & Healthy Workplaces, employee engagement, homepage0 comments

One perpetual problem HR professionals seem to face is convincing the boss to invest in them and their ideas. We hear it all the time, “Let’s get HR a seat at the table.” To convince your boss to invest in your ideas, you have to demonstrate the benefits and persuade the boss it’s worth the time and money. Money talks, as they say.

I’ve had to get good at helping my potential clients – HR professionals who call me for help with their culture – sell culture change to their bosses. I often share these four steps with them to help them get through to their bosses:

Step 1. Review the program you want your boss to invest in.

Select the portions of the course that are most beneficial to you and your company, and then be prepared to be specific with your boss about how and why those specific portions are paramount for the organization. For example, if you were going to convince your boss to invest in my eight-module online learning course about culture change, you might share with him or her that turnover is high and the survey you’ll be able to send out to the workforce as a result of the course will help you understand why. Add in that turnover costs about 30% of the exiting employee’s annual salary, and the course pays for itself if you save even one employee.

Step 2. Stress the value of investing in the course.

The smarter you are, the better you are for the organization. In addition, if you can point out stats and facts related to the course topic, that can help you too. For example, here’s an article from inside my eight-module workplace culture course to help you make the point that employee engagement really does increase performance. There’s an ROI to engagement, and your boss will need to understand that if you wanted him or her to give you some budget for my course.

Step 3. Write the perfect email laying out your request.

The formula for your request email is as follows:

  • State the name of the course and that it will be critical for you and the organization
  • Describe the course offerings and what you will learn / what actions you will be able to take a result of the course
  • Share the price and why that price is worth it / offer an ROI for the course (e.g., if just one person is saved from quitting, the course will have paid for itself)
  • Describe the qualifications of the instructor or company offering the course
  • State your case about how investment in the course will pay off
  • Offer to meet with your boss during or after the course to discuss everything you’re learning and how you will apply it directly to your organization

I wanted to help you out, so I created an email template for you to use. I used my Workplace Culture Makeover Masterclass as an example but you can tailor it to match your needs!

download your free email template

Step 4. Meet with your boss throughout the course.

Share what you are learning, what the action steps are, and what you need from the boss for support.

In the end…

For years, HR has struggled to be taken seriously as a leader in organizations. They have been excluded from meetings, brushed off, and left to their own devices. The problem with that is that human resources is vital to organizational success. They are the connection to the greatest and most expensive assets a company invests in – employees. As a strategic partner to the organization, HR is the captain of building a positive culture where employees can thrive. A positive culture means engaged employees, which means higher financial performance, better productivity, and lower turnover rates. In other words, HR has a major impact on the bottom line. No longer should HR be sent off to their office to take employee complaints and run payroll. They should be sitting down at those leadership meetings and saying, “here is what we need to do to make sure our organization is a success.” It’s time to stop asking for a seat at the table and take it.

You got this,


**P.S. Click here if you want to learn more about my Workplace Culture Makeover Masterclass, an 8-module online learning program for HR professionals, leaders or consultants who want to create a positive and thriving work environment. 

About Catherine Mattice Zundel

Catherine Mattice Zundel, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

5 Department-Specific Digital Tools to Increase Productivity

Workers everywhere are doing their best to adapt to this uncertain and ever-changing world. Some are finding ways to push forward, and others are not so lucky.  Operating a business from home is filled with its own set of stressful challenges: the kids are home,...

Your New Normal Must Include Room for Emotions

During these past few months, we bet employees haven’t been totally honest about how they’re feeling. There are two reasons they’ve been hiding the truth:  First, showing emotion is socially unacceptable at work. It’s considered weak and unprofessional to cry,...

Using Your DISC Profile to Get Back to the Workplace

News is starting to look more positive and hopeful, and talk of reopening is a brewin’. I don’t know about you, but I could use some serious hugs from all of my colleagues!! (Yes, I’m a High I.) We thought a little insight about how DISC profiles play into coming back...

Case Study: 8 Tips for Successfully Converting Classroom to Virtual Training

Recently, I was to attend a two-day consultant’s workshop in New York City put on by David A. Fields. David is a consultant to consultants, and I was excited to sit in a room with other consultants to learn from him and from them.  But, alas, the in-person...

Playlist: 25 Songs for…Well… This

According to this article researchers have found evidence that certain songs will maximize productivity and creativity. I buy it. I think we all know music can affect our mood. Apparently, “songs by Queen, 50 Cent, Kanye West and Coldplay were among those…” most...

5 Tips and 5 Questions: Helping Employees with Stress

This is the week we’re hearing our clients’ employees cry out. The stress of the current situation and the need to wear so many hats at all times is breaking some. Others are already there. Work, homeschooling, meals, groceries, and household stuff are pulling them in...

Parents, You’ve Got This

Something really amazing happened last week. One of my team members has a son, Davis, with quadriplegia and blindness. He was born this way; doctors told his parents to prepare for the worst. Now at age 7, Davis is working hard to overcome all odds. And last week, for...

[Webinar] Using DISC to Increase Civility, Engagement and Personal Leadership

DISC is such a useful tool when it comes to building cohesive, collaborative, civil teams. Check out this hour long webinar on Using DISC to Increase Civility, Engagement and Personal Leadership hosted by our very own Catherine Mattice Zundel and Toni Herndon.

5 Quick Tips You Need Right Now

In case you missed it, we’re running a bi-weekly Mastermind group to provide the opportunity for you to get on the horn and talk to other leaders in your same boat.  Our first call was last week, and we had some great discussion. Several articles and resources...

Former American Apparel CEO: 3 Tips for Leading in a Crisis

Chelsea Grayson is no stranger to crisis. She took over as CEO at American Apparel in the midst of a whopper. Chelsea was general counsel at American Apparel in 2014 when founder/CEO, Dov Charney, was fired from his position for many debacles - including repeated...