Part 2 of a Series: They Don’t Know the Facts About Telecommuting
Despite some prominent examples of companies with progressive cultures when it comes to work-family balance (see this list for examples), most company cultures and supervisors are not particularly supportive, especially of dads trying to balance work and family. It is brave to stand out and make a case for a time and place flexibility for your work.
Like any request or negotiation, the key is to see the situation from the other person’s side and then communicate so that you dispel most of their concerns and show them how they benefit from the arrangement (a la Fisher & Ury’s “Getting to Yes” or Dale Carnegie’s “How to Win Friends and Influence People”). The first step is anticipating why your supervisor may say no and proactively address these concerns.
About a week ago, I wrote about one major reason why supervisors may resist flexible work arrangements- they may believe they’ll lose the ability to monitor and assess your performance, and how we can address this concern.
In this article, I’ll discuss a second major reason why supervisors may resist more flexible work arrangements- They don’t know enough about the benefits of telecommuting and just how common it is becoming. If you want to work out a flexible work arrangement with your supervisor, you may need to educate him/her on telecommuting. Here’s some information to help you do so.