For those of you coveting the wondrous three-day work week the colleague down the hall brokered last year, take heart. Flexible work arrangements are on the rise, particularly in Alberta and Quebec, where keeping employees has become a top priority.
But even if your employer isn't in the habit of luring back stay-at-home moms and spending on sabbaticals, there are ways to create a work schedule that keeps you and your family happy. Here's how.
Ponder your position
Begin by reviewing your roles and responsibilities at work. Can you afford a decrease in hours? For those in a customer service role, for example, leaving the phone unattended for a few hours a day will create a service issue. Are fellow staff members able to take over your responsibilities for you? Maybe you manage five employees; is teleconferencing possible?
Scan the scene
Take a hard look at how your office functions. It's a good idea to determine how many staffers have arranged flexible schedules, or maybe flex hours are a moot issue. If you're working for a profits-obsessed company with a predominantly childless staff, you may be hard-pressed to find a receptive ear. Talk to your human resources rep and find out if your company has a policy on flexible work arrangements. If it's already spelled out in black and white, getting a manager on board could be an easier proposition than in a firm sans policy. Determine if there are other colleagues looking for a little flexibility themselves. If so, job-sharing or dividing duties may be an option.
Have a plan
Figure out what type of work arrangement you're after: flexible hours, a compressed work week, a sabbatical or teleconferencing from home. If your goal is to work offsite several days a week, have a child-care plan lined up – your employer will expect one. You'll also take a pay cut if you opt for fewer hours, so be prepared for the financial implications of less pay.
Focus on work arrangements that may be more likely to get manager approval, advises Barbara Jaworski, a consultant with the Workplace Institute in Toronto. "If you're in a situation where you have younger children and you're looking for ongoing flexibility, you may get more buy-in than something casual," she says, such as scheduling changes that occur on a more haphazard basis.
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