Want to continue working flexibly? 5 powerful strategies to negotiate a flexible working arrangement
Although COVID 19 has been devastating for our world, there is a silver lining. Our organisations have been forced to change the way they operate, and one of the most transformative shifts has been remote working.
With entire workforces working from home, many people are enjoying greater flexibility and freedom. So, how can you successfully negotiate a mutually beneficial flexible work arrangement that will exist post-COVID?
Here are 5 tips to help you get want you want
Tip #1 – Suggest a trial period
A trial period helps your case for flexible work in many ways. Firstly, it allows all parties – including you, your team and your manager – to ‘see how it goes’ and to adjust if required.
Psychologically, a trial period also means that your manager isn’t locked into a decision, but they have the freedom to test a remote working arrangement before fully committing. Once you’re working remotely, provided the set-up is effective, it is highly likely that this arrangement will continue, and it becomes ‘business as usual.’
Tip #2 – Develop a plan
To provide reassurance to your manager and ensure you are setting yourself up for success, develop a remote working plan. Ensure this plan covers off all possible questions and pitfalls and present it to your manager and team. The plan can include:
Confirming the capacity of your remote working arrangements e.g. what days you will be working from home. When negotiating your arrangements, you could consider a mixed proposal where some days you work from home, and others you’re in the office. This may increase the likelihood that a flex work arrangement will be considered
Outlining your communication plan with your manager and colleagues, including contact method and frequency. This may include regular (or daily) Zoom meetings, or ad hoc office visits for certain important team meetings or events
Identifying what face-to-face tasks exist in your role and how these will be managed
Recognising how remote working will affect your colleagues and how any concerns or roadblocks will be overcome and managed overtime. This can include scheduling time to talk through concerns, agreeing what work needs to be done and the standards required, as well as strategies to build and maintain strong working relationships with your colleagues over time, both inter and cross departmentally.
Tip #3 – Collaborate to get the result you want
You may not be the only one that’s interested in remote working long-term. It pays to check with others in your team to see what their preference is. If your colleagues are also seeking greater flexibility, then creating a team flex plan can be highly effective. Present this team flex plan to your manager as a united unit, and include:
Strategies for how the team will communicate and share information virtually to enhance outcomes and collaboration
Why remote working for the team will benefit the department and the organisation
Identifying any gaps e.g. technology deficiencies, hardware requirements and/or skill-gaps in running remote meetings, and organise training to upskill team members. It may also be helpful to investigate online workflow programs such as Trello to track work in progress
Setting a trial period timeline, including review date for discussion and evaluation.
Tip #4 – Jump on concerns right away
It is important that you are open to adapting your flexible work arrangements. That means being responsive to any concerns that your manager or team may have. If something isn’t working, or relationships are being strained, address issues right away. This involves being honest about the situation and working through the concerns with your manager and colleagues in an inclusive, receptive, and friendly manner. Always come to the table with solutions, not problems, and be prepared to adapt and try new strategies.
Tip #5 – Emphasise that you are still committed, and that flexible working brings many benefitsThere is an elephant in the room when it comes to flexible work. Some leaders feel uncomfortable with the concept as they fear they are losing control, and employees may take advantage of the situation. To overcome this bias, it is important to emphasise your work output, productivity, and commitment. You may also consider reassuring your manager that departmental outcomes will still be achieved to the same level as before. In fact, they may even be enhanced as remote work will mean less distractions, and an enhanced work-life balance can contribute to increased energy and productivity.
You may also find it useful to refer your manager to the flexible work research. Many studies have identified a strong correlation between flexible work, productivity, and revenue generation. This evidence may assist to strengthen your business case and support your request for flexible work.