Learn how to negotiate a flexible work schedule as an executive and balance your personal and professional life. Find out how to assess your situation, build your case, choose the right time and person, propose a trial period, and be flexible and res

While many employees initially appreciate and respect the flexibility offered, they tend to become complacent over time. This results in decreased productivity, missed deadlines, and disruptions to the team's workflow. To mitigate this risk, both employers and employees need to maintain a proactive & open dialogue about expectations and boundaries. It's essential for employees to ensure accountability for their work and commitments. Employers should evaluate the impact of flexible work arrangements on productivity and team dynamics regularly. Communicating clear goals, establishing routine check-ins, and being transparent about one's whereabouts and availability is critical to ensure the long-term success of flexible work arrangements.

How can you negotiate a flexible work schedule as an executive?

As an executive, you may have a lot of responsibilities and demands on your time, but that doesn't mean you can't enjoy some flexibility in your work schedule. A flexible work schedule can help you balance your personal and professional life, reduce stress, and increase productivity. However, negotiating a flexible work schedule as an executive can be challenging, as you need to consider the expectations of your employer, your team, your clients, and your stakeholders. In this article, we will share some tips on how to approach this negotiation and secure a win-win outcome.

1 Assess your situation

Before you start the negotiation, you need to assess your current situation and determine why you want a flexible work schedule, what kind of flexibility you need, and how it will affect your performance and your relationship with others. For example, do you want to work remotely, adjust your hours, or take more time off? How will this impact your ability to meet your goals, communicate with your team, and deliver value to your clients and stakeholders? How will this align with your company's culture, policies, and vision? You need to have a clear and realistic understanding of your needs and the potential benefits and challenges of a flexible work schedule.

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Helen Wright

Founder of 9-2-3 Jobs, supporting flexible hires since 2015
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It's so important to know what sort of flexibility you're looking for, while also remembering the needs of your employer and any impact there might be on colleagues. Having a realistic understanding of both is key. Then there are numerous flexible options to consider - part time hours, compressed hours, annualised hours, core hours... hybrid working, remote working... Research points to how beneficial flexible working is for both employees and employers: flexible workers have a higher level of job satisfaction, commitment and are more likely to increase discretionary effort compared to those who do not work flexibly - which leads to increased productivity, greater staff retention and a happier workforce :)

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2 Build your case

Once you have assessed your situation, you need to build a strong and convincing case for why you deserve a flexible work schedule and how it will benefit both you and your employer. You need to show that you are a valuable and trustworthy executive who can deliver results regardless of where and when you work. You can use your past achievements, feedback, and testimonials to demonstrate your track record and credibility. You can also use data, research, and best practices to show how a flexible work schedule can improve your productivity, creativity, engagement, and well-being. You should also anticipate and address any possible objections or concerns that your employer may have, such as how you will manage your team, coordinate with other executives, and maintain accountability and visibility.

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3 Choose the right time and person

Timing and communication are crucial factors in any negotiation, especially when it comes to something as sensitive as a flexible work schedule. You need to choose the right time and person to initiate the conversation and present your case. You should avoid asking for a flexible work schedule when your company is going through a crisis, a major change, or a busy period. You should also avoid asking for it when you are new to the role, underperforming, or facing any issues with your employer. You should wait for a more stable and positive situation, such as during a performance review, a contract renewal, or a successful project completion. You should also identify the best person to negotiate with, whether it is your direct manager, the HR director, or the CEO. You should consider their level of authority, influence, and openness to flexibility.

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4 Propose a trial period

One of the best ways to negotiate a flexible work schedule as an executive is to propose a trial period that allows you and your employer to test the arrangement and evaluate its outcomes. A trial period can help you prove that you can work effectively and efficiently under a flexible work schedule, as well as address any issues or challenges that may arise along the way. A trial period can also help you and your employer to adjust and adapt to the new situation and find the optimal balance between flexibility and accountability. You should propose a reasonable and realistic duration for the trial period, such as three to six months, and set clear and measurable goals, expectations, and feedback mechanisms.

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5 Be flexible and respectful

Finally, you need to remember that negotiating a flexible work schedule as an executive is not a one-sided or a one-time deal. It is a collaborative and ongoing process that requires flexibility and respect from both parties. You need to be flexible and willing to compromise on some aspects of your work schedule, such as being available for certain meetings, events, or emergencies. You also need to be respectful and considerate of your employer's needs, preferences, and concerns, as well as those of your team, your clients, and your stakeholders. You should communicate openly and regularly with them and keep them updated on your progress and availability. You should also show gratitude and appreciation for the opportunity and the trust that your employer has given you.

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Zahara Kanchwalla

Co-founder & CEO, Rite KnowledgeLabs
(edited)
Report contribution
While many employees initially appreciate and respect the flexibility offered, they tend to become complacent over time. This results in decreased productivity, missed deadlines, and disruptions to the team's workflow. To mitigate this risk, both employers and employees need to maintain a proactive & open dialogue about expectations and boundaries. It's essential for employees to ensure accountability for their work and commitments. Employers should evaluate the impact of flexible work arrangements on productivity and team dynamics regularly. Communicating clear goals, establishing routine check-ins, and being transparent about one's whereabouts and availability is critical to ensure the long-term success of flexible work arrangements.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you negotiate a flexible work schedule as an executive?

1

2

3

4

5

6

1 Assess your situation

2 Build your case

3 Choose the right time and person

4 Propose a trial period

5 Be flexible and respectful

6 Here’s what else to consider

Salary Negotiations

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How can you negotiate a flexible work schedule as an executive?

1

2

3

4

5

6

1 Assess your situation

2 Build your case

3 Choose the right time and person

4 Propose a trial period

5 Be flexible and respectful

6 Here’s what else to consider

Salary Negotiations

Rate this article

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