(This post originally appeared in Forbes.com)
Even though 82% of the respondents to our 2011 Work+Life Fit Reality Check national study of full-time employees said that they had some form of work flexibility, I still hear stories of people experiencing resistance from their managers because of the “floodgates fear.” What’s the floodgates fear? The scenario looks something like this:
Employee to manager: “Susan, here’s my plan to work from home every Wednesday. I’ve outlined how I’m going to get my work done, how I’m going to communicate and handle any unexpected needs that might come up.”
Manager to employee: “Chris, this flexible work plan looks terrific, but if I give to you then everyone is going to want it.”
Susan, the manager, has been paralyzed by the fear that the floodgates for work flexibility will open and chaos will ensue. In fact, one manager confessed that he became so frightened that he imagined that he was in a big white room with hundreds of desk. On each desk was a phone. All of the phones were ringing and he was the only person in the room to answer them.
The managers who usually struggle most either haven’t ever had an employee work flexibly, or they’ve tried it in the past and it didn’t work.
So how do you help your manager move beyond the fear that the flexible work floodgates will open? Here are a few tips:
Don’t take their reaction personally. Realize this fear is so common amongst managers that it has its own name, the Floodgates Fear. It’s based upon the very real concern that if they allow you to work differently, then suddenly they will be inundated with requests. The manager doesn’t want to be the bad guy or gal and have to say “no,” but they also have a business to run. If you don’t take their reaction personally, then you can work together to come up with a compromise that’s comfortable for everyone. You do this when you…
Agree to keep the lines of communication open with your manager. Another big fear that managers have about flexible work is that once they say “yes,” to a specific plan they can never ask to change it. The reality is that circumstances do change. It will give your manager a sense of comfort to know that if they need to come to you and say, “You know what, I can’t have two people working from home on Tuesdays. It’s affecting customer service on those days,” that your reaction will be, “Okay, let’s talk about how to fix it.” This will…(For more, please click here)