While returning to the office is now possible for many, some workers might still want the option of flexible working some of the time. Here’s how to broach the subject.
This week marked the beginning of a phased and staggered return to workplaces for many employees in Ireland.
It essentially marked the first official green light for employers to ready their offices and start putting plans in place for their staff’s return.
However, HR body CIPD Ireland urged employers to be mindful of anxious workers as they face “another round of upheaval” with the return to offices.
So, while employers are finalising plans about how, where and when their teams will work, some employees may be wondering how to go about expressing their preference, worried that it’s not in line with what the company wants.
While there have been plenty of discussions and remote work advocates calling for leaders to be more flexible and recognise that the future of work will be hybrid, the reality for individual employees can feel very different.
While big-picture debates around the right to request remote work are happening, how do you ask for what you want in the here and now, when your boss is determined to have a full return to the office?
Explain your reasons
If remote or flexible working isn’t something your boss is already willing to give you, then you must treat it like a pay rise request.
Explain clearly and concisely the reasons why you want more flexibility, how it will benefit you and make you a more engaged, happier worker.
While family commitments might be an important factor, so too is work-life balance and getting rid of long commutes. And, while there is light at the end of the pandemic tunnel, Covid-19 is still a very real concern, so don’t be afraid to express your reservations about this too.
Make a business case
When you ask for a pay increase, you provide proof of the value you have added to the company. Take the same approach here and explain to your boss how flexible working will actually be beneficial to them.
Some managers who resist remote working might still have an office-based mentality where presenteeism is key. But there are numerous studies that show that knowledge workers are more productive when working remotely.
And, when done as a purposeful business strategy, remote working can help teams prioritise work more clearly as well as allowing for more downtime and work-life balance.
Depending on your manager, your team and the work you do, it may not be feasible to ask to work from home five days a week.
It’s important that you are realistic about asking for what you want and also realistic about what you can deliver in return. Remote workers can be more productive but they can also be in danger of burning out so be thoughtful about what strategy will work best for both you and your manager.
Listen to their perspective
While conversations around remote working appear to be mostly positive, it can be a different situation behind the office doors.
Many managers and leaders are still hesitant about moving to a fully flexible working strategy and this can lead to workers feeling like they are not being listened to.
However, one of the best ways to combat that hesitancy from managers is to listen to their concerns and address them in a problem-solving manner.
Being able to alleviate some of your manager’s worries might make them more amenable to allowing for more flexibility.
Make expectations clear
If you do convince your boss to allow for a more flexible working plan than what they had originally considered, it’s important that both sides understand what is expected.
Without clearly defining the outcomes of the new set-up, misunderstandings can lead to disappointments and feelings of mistrust in the idea of flexible working.