A tight work schedule with an excessive load of labor duties often becomes the reason for the dismissal of employees. Many of them simply do not see other ways to make a difference. In this case, the most direct way out of the situation is obvious - to address this problem to the authorities with a proposal to change the schedule or switch to a remote mode of operation. But you need to do this correctly, and the advice of specialists presented below will help.
1. To take the place of the chief
Perhaps the boss will willingly meet the subordinate even without any additional conditions. But this is rare. Therefore, you should initially assess the prospects for change from a management perspective. What will be the company's benefit from softening working conditions? And the pros can be different - for example, reducing the cost of servicing a workplace in an office with equipment, etc.
2. Acquaintance with the experience of colleagues
If someone in the company has already had such conversations, you should learn more about this. It is fundamentally important to fix the arguments “against”, which may have been expressed during the negotiations. This will allow developing tactics of counterarguments.
3. Preparation of a specific plan
The boss will not have time to understand the nuances of the employee’s transition to a new mode of work. Therefore, it is necessary to independently develop, in the form of a ready-made proposal, the parameters for installing a flexible schedule or switching to a remote labor mode.
4. The conviction of the usefulness of the solution
It is important to assure the boss that the company will not lose anything from the changes that have taken place, but only gain. Relying on such arguments can be based on studies confirming the growth of productivity of employees working at home.
5. Readiness for concessions
A cautious boss will feel discomfort from making this decision, if before that the company did not practice them. Demonstration of one’s readiness for victims will help to increase his confidence - for example, for the first time you can refuse bonuses or increase salaries.
6. Probationary period
Another way to insure the company in case the changes harm her. One or two months you can work in conditions of remote or flexible schedule in the manner of a trial period.
7. Build up the pace
Already when a positive decision is made, it is advisable at first to work in a mode of increased efficiency, which will convince management of the correctness of this approach. Then you can gradually reduce the pace to optimal.
8. Indication of the disadvantages of a flexible schedule
The boss can make an argument in the spirit that all employees will want to work the same way. In this case, one can counteract the fact that both remote work and a flexible schedule have a lot of disadvantages, requiring greater focus, mobilization of resources and personal responsibility.
9. Competitors experience
A very effective argument, which many leaders listen to. If direct competitors of the company already have experience working with employees remotely or on a flexible schedule, this factor can be decisive.
10. Risk Assessment
A positive decision by the authorities is good, but you should also evaluate your capabilities and resources in advance for the development of new working conditions. As already noted, a flexible or free schedule has its drawbacks, the significance of which must be calculated before talking to the management.