Flexing it

Many nations (apart from the UK) celebrated Mother's Day earlier this month. In a special issue, McKinsey & Company published their Women in the Workplace report highlighting how working mums are fuelled by flexibility and are more ambitious than ever. Yet an increasing number of companies are enforcing return to office programmes and making it difficult for female talent to perform at their best. Support for part-time work arrangements and job-sharing is also nowhere close to the levels they should be. This is not a female-only problem - many organisations fail to recognise that men too appreciate flexible working, and that male help is needed (e.g. school drop offs) to help solve gender equity issues. If you find yourself in this situation, what can you do?

NEGOTIATE IT

If you don't ask, you don't get - so ask. But before you do, know your boundaries and what you would walk away from (see top tip). Then:

Make it about them. Despite the pandemic, some managers still don't get that the benefits of flexible working extend beyond the individual employee, so help them see it. Time saved commuting can help increase productivity, and hybrid working can encourage inclusivity (e.g. for those who are disabled). Organisations can also save on cost (which start-up rents physical offices these days?). Share research on the topic.

Focus on your impact / outcomes. It is harder to manage on outcomes when so many still don't get objective setting right, so help your manager define yours. Offer what you can comfortably deliver as a stretched target and agree what/when you will deliver it, as long as your boss lets you manage the 'how'. Then evidence your achievements with regular progress reports and data against those outcomes.

Be patient, team up, and compromise. Lobbying takes time and help. If there are certain departments or individual colleagues willing to join hands with you - create that critical mass to shout louder. Meanwhile, if there are trade-offs you are willing to make (e.g. work hours vs. location), use them in your negotiation.

LEAVE IT
So, your organisation is being stubborn and insists that everyone should be back in office - whatever the reason. What can you do?

Unofficial flexibility. If your manager is reasonable despite your company's position, try discussing informal arrangements. For example, work from home occasionally, or shorter days when you need to, and make up for it in a different way. After all, so many of us work more than our contracted hours (do you even know what your contracted hours are?) Use that to your advantage when negotiating for unofficial flexibility.

Quiet quit. I wouldn't normally endorse quiet quitting but sometimes it is a legitimate response. Quiet quitting only works if you know you are leaving anyway, and if you don't mind burning some bridges. If you're staying in the same industry, quiet quit only if you're sure your boss' opinion won't matter for your new job. Then, use the time to look around confidently for a more flexible role.

Career pivot. Sometimes it's the broader industry that isn't quite there yet. Part-time working is more common in retail than in financial services for example. If the flexibility you need is so important to you, consider if you need a career change, or if side hustling / freelancing is sufficient to meet your needs.

Whatever you choose to do, be brave, and take that measured risk!