Ahh, the flexible work arrangement. We want it but not all of us get it. Or so we think. Flexible work arrangements are becoming more commonplace and foster mutual benefits for the employer and employee.
According to the Human Resources Council, flexible work arrangements have many benefits:
- Cuts down on rush-hour commutes;
- More control over time off;
- Work-life balance advantages, for example: being able to take a child to school or to the dentist/doctor; starting work later or leaving early to allow time for sports training;
- Ability to schedule work during quiet times to accomplish more;
- Scheduling work across longer portions of the day;
- Recruiting and keeping valued staff who have other life commitments or interests;
- Making more efficient use of facilities, desks, computers, etc.;
- Continuity and staff coverage by one employee while another is away; and
- INCREASED PRODUCTIVITY!!!!!
FWAs are great negotiation points when accepting a new position. But if you are already employed, you have the choice to design and propose one that will give you the shorter work week that you’ve always dreamed of.
It all depends on several factors:
- Organizational Policy
- Supervisor Disposition
- Win-Win Proposal
- Confident Approach
While the first two may seem out of your control, there are options to change them, including restructuring policy, board proposals, team commitments, job sharing, going above your current supervisor or, in some instances, finding a new and more open cultured organization. Yes, that might seem a little bold, but there are ways to make this easy.
The good news is that most FWA approvals usually hinge on the latter two—creating a win-win proposal and taking a confident approach to results. These are both within your control.
Recently, I’ve worked with two professionals who have successfully negotiated an FWA. One client even received a promotion, too. Whether you’re the C.E.O. or the P.S.S., if this is something that sounds appealing to you, then let’s get started.