Workplace requests are significantly more likely to succeed when approached with clarity, confidence, and respect for the other person’s autonomy, according to research by organizational behavior experts. Key strategies include asking directly, choosing the right mode of communication, assuming a positive response, and allowing time for consideration.

Experts emphasize the importance of making explicit requests rather than relying on hints. For example, instead of suggesting, “I’d really like to get connected with Steve,” asking bluntly, “Would you be willing to connect me with Steve?” removes any ambiguity and invites a clear yes-or-no answer. Studies show that people often assume indirect approaches will be equally effective, but this is generally not the case.

The mode of communication also significantly impacts the likelihood of obtaining a favorable response. Research involving both strangers and acquaintances found that face-to-face requests are 34 times more likely to result in agreement than email inquiries. In experiments where participants asked friends to assist with proofreading, 80% agreed when approached in person, compared with only 29% via email. Phone and video calls produced moderate success, with roughly half of the requests yielding positive responses. Despite these findings, many people underestimate how much the medium matters, often defaulting to less effective email requests for convenience and comfort.

Another widely observed tendency is that individuals underestimate how often others will say yes to their requests. Across more than 15,000 requests studied, people tended to expect a lower rate of agreement than what actually occurred—researchers found that requests were about twice as likely to be granted as people anticipated. This insight encourages greater confidence in making requests without resorting to excessive hedging or downplaying one’s needs.

Researchers also caution that securing a commitment under pressure or without genuine consideration can lead to regret, resentment, or withdrawal later on. To foster a sincere and lasting affirmative response, it is advisable to grant the person time to reflect, either by issuing a prior notice of the request or suggesting they take time after the request to decide.

Vanessa Bohns, professor of organizational behavior at Cornell University, notes that a combination of clear, direct, in-person requests paired with respect for the other party’s decision-making autonomy can enhance not only the likelihood of a “yes” but also the authenticity and durability of the agreement.