Many employees clamor for flex-time and telecommuting benefits — yet the top brass is often reluctant to approve.
Tip: When discussing these programs with senior management, focus on the issues that concern C-level execs the most — then tell employees what’ll help them make their own case.
When meeting with top management, suggest candidates meet three eligibility criteria:
- high performance — candidates should have an established track record of meeting goals and delivering results
- unwavering dependability — people who routinely show up for work on time and do high-quality work carry the same work habits over to flex-time arrangements, and
- suitable workspace — if employees want to telecommute, they must have a workspace at home that’s conducive to high productivity.
Note: In most cases, management won’t spring for new home office furniture and equipment. Employees must be willing and able to provide these things for themselves.
Helping their own cause
If employees are serious about flex-time or telecommuting, ask them to submit written proposals to support their candidacy.
The submissions should address how they meet each of the criteria:
- performance — candidates should list specific goals they’ve met and results they’ve delivered
- reliability — include things like strong attendance and work that is praised consistently, and
- workspace — does the person have all the necessary equipment.