What do you do if your boss is resistant to discussing work-life balance or flexible scheduling?

As someone living with Multiple Sclerosis (MS), I've learned the importance of documenting my experiences during flares or when symptoms affect my work. Keeping a record helps me articulate my specific challenges and how they impact my ability to perform effectively. Also, I utilize resources like Google to research potential accommodations for the symptoms I'm experiencing. Whether it's fatigue, cog fog, or physical limitations, understanding the available options empowers me to advocate more effectively for myself in the workplace. This proactive approach ensures that I am prepared for discussions with my boss and demonstrates my commitment to finding solutions that benefit both myself and the organization.

For example, I've encountered a scenario wherein I needed to advocate for flexible working hours, emphasizing a shift towards project-based outcomes. I had to persuade my manager that rigid hours did not necessarily align with project deliverables. Instead, I argued for a flexible schedule to accommodate my role as a new mother while ensuring my commitment to delivering a successful project within the designated deadline.

In my experience, the optimal moment to introduce such a topic is during our one-on-one meetings. These sessions typically revolve around assessing progress, discussing developments, and addressing work-life balance. I've found that initiating the conversation by highlighting accomplishments within your assigned responsibilities sets a positive tone for the discussion. Subsequently, introducing areas for potential improvement, adjustment, or adaptation allows for constructive dialogue and forward progress.

Assuming you are in this job by choice. Either the role, function, money, culture, brand value or the team, something is so compelling that you are willingly choosing to serve the organization. If the response your response to this metrics is less than 80% level or satisfaction then without going further, do an introspection your career growth. Now, assuming the above percentage is over 80+ then follow these steps for a constructive discussion. Always be kind, polite, and tactful: - Request for a clear, agenda based meeting - Foresee challenges that the organisation may face owing to WFH and propose solutions - Be open and empathetic to arrive at a middle ground of mutual gains - Follow the path or least resistance. Go win.

One of the solution could be to be available during peak hours typicalled 9am - noon then providing an alternate way of reaching out to you during non-peak hours.

One thing I found helpful as a volunteer patient advocate: remember my boss is the patients I serve and asynchronous communication techniques are necessary in a global market. Feedback, feedback, feedback ☕ Sometimes I may feel that I have covered all the basis of a particular situation YET the patient wants to go deeper. It's time to encourage patients to advocate for themselves within a specific advocacy group of like-minded individuals or hire a mediator to surrender my role as advocate. Placing the responsibility back on the patient saves my symptoms flaring up due to stress. It's time to be clear that paid mediators in my network are more than qualified to handle their needs with a free consultation session.