While flexible working is being adopted by an ever-growing list of companies, it’s still not the norm in most industries. If you feel like your company should be adopting a more flexible approach to work, here’s a few tips on how you can build your case:
Consider your ask:
Currently, working flexibility is still a privilege rather than an entitlement, so you’ll need to consider whether it’s right for your job role. If you feel that you’ll be able to perform just as well, if not better, working flexibly, then clearly articulate your case to your manager. Demonstrate your understanding of the job role and try to pre-emptively address any concerns they might raise.
Ask for a trial:
Some organizations might be resistant to change. If this is the case, suggest a short flexible working trial period which both employee and manager can appraise once its ended. This proposal is much harder to refuse, and gives companies time to get used to the idea of flexible working without fully committing to it straight away.
There’s power in numbers:
Someone in your company or industry that has done this before and is willing to share their experiences is a great person to have in your corner, and can give you salient advice. If other colleagues also feel they’d benefit from a flexible working policy, you could suggest working together to draw up a business case.
Once you’re able to work flexibly, make sure you live up to the trust your manager and the business has put in you. Working flexibly can be a challenge at first, especially if you’re working from home, but make sure you’re disciplined with yourself. If you find yourself working extra time, track what you are owed and ensure your employer is aware of when you plan to take back those extra hours.
By: Lyhov Seung