Negotiation error: asking too much or too little

Imagine yourself facing your manager, ready to ask for a raise. The stakes are huge, because a mistake can be costly: either you ask for too much, or you underestimate yourself. Negotiation is an art, and in 2025, more than ever, avoiding the most common pitfalls, like asking too much or too little, can make all the difference. Think it’s simple? Think again. The majority of people, even the most experienced, can fall into the trap if they don’t know these tips. Between us, it’s often the famous greed or excessive modesty that plays tricks. Yet, a poorly calibrated request—overestimated or underestimated—can ruin your chances of succeeding in your salary negotiation. So, how do you avoid this fatal mistake? By first understanding why it happens.

Reasons behind errors in negotiation requests

In a context where competition is fierce, especially in 2025 when the labor market becomes more demanding, many people go into negotiations headfirst. Most of the time, it’s a matter of misaligned perception: asking for too much—sometimes called greed—is not always a good idea. Conversely, underestimating your value and asking for too little is giving in to a form of excessive modesty or the desire to please, which can paralyze the process. The problem is that these mistakes often stem from a lack of confidence, an absence of research or, worse, a calculation based on overvalued or undervalued figures. Most of the time, the result is an unbalanced offer that doesn’t move forward or doesn’t value your contribution properly. The key? Find that subtle balance between self-confidence and market reality.

Risks of asking for too much (overestimation) in a negotiation

Here’s what can happen if you let yourself be carried away by the temptation to ask for more than your true value. Overestimation, or excessive demand, is often motivated by greed or an unrealistic expectation. You probably tell yourself you can aim higher? Yet, it’s often the riskiest tactic. When a salary is overestimated, several consequences can appear:

• Categorical refusal from your employer.
• Immediate loss of future opportunities, because your profile may be seen as too greedy.
• A perception of being a negotiator lacking credibility, especially if you can’t justify your figure.
• A breakdown of trust that can complicate collaboration.

And yet, many people think a big number is always better. Between us, this is often called greed, or a tendency to overestimate your own market. The real question: how do you avoid falling into this trap without lowering your ambitions? The answer lies in preparation and precise analysis of your real value. You must avoid rushing and always frame your requests with solid arguments.

Dangers of asking too little (underestimation) in a negotiation

Another classic pitfall is underestimating your value, often linked to a form of excessive modesty or fear of appearing too greedy. Yet, asking too little can deprive you of a significant raise or benefit. The main risks?

• Losing credibility, as the employer may wonder if you undervalue yourself or simply haven’t taken stock.
• Risk of being underpaid, which impacts your motivation and your long-term career.
• Not properly valuing your commitment to the company, which can open the door to less justified claims.
• A lack of self-confidence, which can become a self-fulfilling prophecy if you don’t neutralize it in time.

This behavior, also called excessive modesty, is often fueled by the fear of asking for an unrealistic amount or by a poor knowledge of the current market. The solution? Know your numbers, your values, and don’t hesitate to do market research or rely on experts. The right dosage is when your request represents the middle ground between what you’re really worth and what you can obtain.

How to calibrate your request to avoid the pitfall

The only way to avoid this mistake is to adopt a strategic and realistic approach. Here are some keys to avoid falling into the trap of a poorly calibrated request:

1. Analyze the market: Consult salary data in 2025 for your sector.
2. Study your profile: What key skills do you bring? What is your positioning?
3. Gather feedback: Sometimes asking a mentor or a professional for their opinion provides an outside perspective.
4. Set a reasonable target: Know what you want, without asking too much or too little.
5. Anticipate the response: Prepare counter-arguments if the employer pushes back or proposes a counteroffer.

You must avoid the temptation to give in to greed or excessive modesty. The key is a figure with a well-evaluated value—neither overestimated nor underestimated—so that your request is credible and reasonable.

Strategies for asking the right amount

Here are some techniques that work in 2025 to avoid making a mistake when making your request:

• Negotiate in stages: Start with a range, not a precise number. That gives you room to maneuver.
• Rely on concrete data: For example, the average salaries in your sector, or your company’s benchmarks.
• Justify each request: Explain why you are worth that figure, with concrete examples of your achievements.
• Stay flexible: Don’t put all your cards on the table from the start. Negotiation often involves concessions.
• Consider the trade-offs: Offer other benefits if immediate salary increases are difficult. For example: remote work, training, bonus.

These tips will allow you to effectively frame your request, without the risk of making an overestimated or undervalued demand, and above all, to avoid those classic mistakes that break the negotiation.

Practical case: how to calibrate your request in 2025

Imagine Lisa, employed for 3 years at a tech company. She is aiming for a raise. She begins by analyzing market figures in her sector, using reliable sources. Then she compiles her achievements for the year, such as a key project or cost reductions. By combining these elements, she establishes a realistic range: between 15% and 20% increase. She avoids the pitfall of “too little” by not asking for half her current salary, nor the other extreme of aiming for an unreasonable amount. When she enters negotiations, she justifies each number with concrete references. Result? She obtains a fair increase, without showing greed or excessive modesty. Who would have thought that a simple market study and rigorous preparation could make all the difference?

Mistakes not to repeat: summary

Mistake	Consequences	Key solution
Asking for too much (Overestimating)	Refusal, poor credibility, breakdown of trust	Analyze your value, base yourself on factual data
Asking for too little (Underestimating)	Low pay, loss of credibility, demotivation	Market research, feedback, well-calibrated figure
Unbalanced offer	Hasty agreement or refusal, loss of opportunities	Balance request and compensation
Lack of justification	Reduced credibility, request perceived as unrealistic	Validate each figure with concrete achievements

So, ready to review your own situation? Don’t forget: the best negotiation is the one where you dare to ask for what you deserve, no more, no less. The key is not greed or modesty, but caution and preparation. Because in 2025, everything depends on the sensitivity of your request and your ability to justify it.

Want to know more? Check these essential resources to master salary negotiation:

• Phrases to avoid during salary negotiation
• The mistakes that kill your negotiation
• Negotiate your salary after the probation period
• Handling a categorical refusal in negotiation
• Impact of remote work on salary negotiation