Finding Common Ground on Workplace Flexibility

Finding the Common Ground How flexibility in the workplace makes work work for all Employees & businesses

This is not

Flexible Work Includes
Reduced hours (less than 40 but not necessarily only 20)
Job Share
Sabbatical
Compressed Work Week
Telecommuting (one day, multiple days, or always)
ROWE – Results Oriented Work Environment
Results count not hours worked and face time
Autonomy over your schedule for as-needed time
Dr appts, snow days, the cable guy is coming

Workers’ Bill of Rights
Autonomy over our schedules – whether we work hourly or are on salary
Freedom to work where and how we want as long the job gets done
Right to be treated like the adults we are
Right to openly have outside interests and take time for those regardless of what time of day they occur
Ability to work at the level we’ve achieved and be compensated accordingly even if we work less than 40 hours/week
Right to receive raises, promotions, and bonuses based on the merit of our work instead of on the amount of face time put in at the office
Right to ask for more flexibility at work without being discriminated against
Right to work without discrimination when we have children, have reached retirement age, are just out of college, or need to care for sick loved ones
Right to fall ill and not be financially penalized or fear for our jobs
Right to take time off for ourselves that we have earned and not be categorized as “shirkers”

How do I ask for flexibility?
Do your research – talk to others working flexibly – what works, what is challenging, what would they change
Think about your employer
What objections might they have? Take those objections seriously and be ready to help them overcome them
What’s in it for them? (yes, there needs to be something in it for them!)
Schedule a meeting – this is a business decision, not a whim…treat it as such
Listen to their side of it and really hear them
Be prepared with successful case studies to share
Propose a “trial” phase where kinks can be worked out
Evaluate at the end of the trial

Ensure success
Do your work…on time…no excuses!
Evaluate often – don’t suffer in silence if a bump occurs, talk about it, deal with it, move on from it
Ask for feedback
Be available when you say you will – or lose trust
Have the tools you need (laptop, IM, skype, IT support) to make this work – make sure you get them
Treat your employer as you want them to treat you
Take responsibility for your work/life personally & professionally – set boundaries, manage expectations, you can’t have it all, all at once & delegate as needed

Finding the common ground
Be Flexible
Talk about it openly and honestly. Flexibility may not work in every situation & that’s okay
Evaluate effectiveness
For small #s of people – have individual meetings
For large #s of people – survey before & after trial period
Analyze work product before and after trial period
Talk to customers before & after trial period
Trust each other

The fears
This isn’t the way we do things
Doesn’t that just sound silly?
Employees won’t work if I can’t see them
Really? How hard are those you can see working – can you tell by looking? Are they all superstars?
How can I control workers I can’t see?
If you need to “control” your workers they won’t be your workers for long
Clients won’t be taken care of.
Ensure they are –let them know the new arrangement, have back up systems and check in with them yourself

How does this work?
The right tools (laptop, IT support, software)
Strong communication (use IM, skype, calendars) to communicate effectively
Get status updates – give employees room, but expect results
Deal with those who don’t live up to their promises, do not punish those that do
Give it a chance

Why?
More productivity
Lower overhead costs
Reduce absenteeism
Improve employee engagement, commitment and loyalty
Employee retention
Quality candidates will want to work for your company
Which all leads to an increased bottom line
From WorkFamily.com http://www.workfamily.com/Work-lifeClearinghouse/UpDates/ud0043.htm

Using Common Sense to find Common Ground on Workplace Flexibility EMPLOYEES COMMON GROUND EMPLOYERS Ask Succeed How Why not? Research Do what you say you will Happy = Productive Tools Not how we do things Understand Deal with issues Valued & Heard = Retention Communication Can't see=no work Business case Get the tools you need Feeling of Autonomy = Improved Customer Svc Status updates Control issues Listen Communicate Less overhead & less sick time = Cost savings Give it a chance Business will suffer Trial period Evaluate All above = Better bottom line

Employees’ Pledge of Allegiance
We pledge to do our work well and turn it in on time
We pledge to act like adults when representing our employers
We pledge to be available when we say we will
We pledge to be flexible if we are needed extra now and then as they pledge to be flexible in slow times with giving us back some of that extra
We pledge not to abuse sick, vacation, disability policies
We pledge to work as members of a team, no matter where we physically work
We pledge to be productive employees that enhance the company’s bottom line
We pledge to discuss any complaints we may have with the company first before airing them out publicly
We pledge to treat other employees, customers, bosses as we would like to be treated
We pledge to make workplace flexibility a win-win for all

Finding Common Ground on Workplace Flexibility

by Leanne Chase on Mar 12, 2010

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