A recent HBR article by Michele Benton looked into the realities of corporate work arrangements and how organizations use this ‘perk’ to attract talented employees. But when the rubber meets the road, few employees are ever truly able to take advantage of the programs, making them what Benton calls an “empty gesture” that ultimately leads to career demise.
As recent events have proven, alternative work programs are necessary. And, the past four months have shown that many people are productive at home, meeting deadlines, accomplishing projects, and attending meetings.
It still remains to be seen if this pathway will remain in place once offices are allowed to reopen and employees are expected to be on-site. If you are one on many who benefit from alternative work environments, HBR offers a four-step plan on how to create your alternative work proposal.
As recent events have proven, alternative work programs are necessary. And, the past four months have shown that many people are productive at home, meeting deadlines, accomplishing projects, and attending meetings.
It still remains to be seen if this pathway will remain in place once offices are allowed to reopen and employees are expected to be on-site. If you are one on many who benefit from alternative work environments, HBR offers a four-step plan on how to create your alternative work proposal.
Reality Check
Talk with coworkers and HR to get a sense of existing barriers as well as the odds of acceptance.
Prove Career Commitment Comes in Different Forms
Craft a value proposition: Assess the impact you have on revenue, efficiency, costs, and profit. Someone in a finance role can help you get creative.
Outcomes VS Hours: Instead of busyness, highlight your efficiency, creative thinking, or innovative use of resources. Talk about your value, champion your accomplishments.
Protect What you Hope to Gain: Be it fewer hours, less stress, or a promotion, don’t take on more hours, intense projects or a lesser role to prove your worth.
Make it Normal: Avoid inadvertently signaling that alternative work options are wrong or unacceptable. Using professional terms like, “I’m in transit” vs “I am in the car” and “working remotely” instead of “working from home” helps others view you on equal ground. Don’t apologize for working unconventional hours; instead state what you can do; “I am not available Wednesday but can get the report to you on Friday.”
Talk with coworkers and HR to get a sense of existing barriers as well as the odds of acceptance.
- Do execs and upper management understand the need?
- What unstated messages prevail about family and work?
- What types of alternative work are acceptable? Which managers and/or departments are more open to permitting it?
- What is the career trajectory of those who take alternative work tracks? How do they get big projects or promotions?
- Is there a benefit to having a senior sponsor or a plan for re-entry?
Prove Career Commitment Comes in Different Forms
Craft a value proposition: Assess the impact you have on revenue, efficiency, costs, and profit. Someone in a finance role can help you get creative.
Outcomes VS Hours: Instead of busyness, highlight your efficiency, creative thinking, or innovative use of resources. Talk about your value, champion your accomplishments.
Protect What you Hope to Gain: Be it fewer hours, less stress, or a promotion, don’t take on more hours, intense projects or a lesser role to prove your worth.
Make it Normal: Avoid inadvertently signaling that alternative work options are wrong or unacceptable. Using professional terms like, “I’m in transit” vs “I am in the car” and “working remotely” instead of “working from home” helps others view you on equal ground. Don’t apologize for working unconventional hours; instead state what you can do; “I am not available Wednesday but can get the report to you on Friday.”
Define Your Own Success
Don’t fall into stereotypical gender assumptions. Women who work remotely often also take on additional household roles and are also hit with the Motherhood Penalty. Discuss in advance what expectations and tradeoffs are equitable. It is up to you to decide for yourself what success means to you and that could very well mean bucking gender assumptions.
Walk Away
If your company won’t offer the alternative work programs that you need, find an organization that will. Be sure to tell HR why your leaving – it may help future employees.
“When it comes to creating career opportunities that support your life and goals outside of work, your words and actions can help transform alternative work from good policy to good practice.”
Don’t fall into stereotypical gender assumptions. Women who work remotely often also take on additional household roles and are also hit with the Motherhood Penalty. Discuss in advance what expectations and tradeoffs are equitable. It is up to you to decide for yourself what success means to you and that could very well mean bucking gender assumptions.
Walk Away
If your company won’t offer the alternative work programs that you need, find an organization that will. Be sure to tell HR why your leaving – it may help future employees.
“When it comes to creating career opportunities that support your life and goals outside of work, your words and actions can help transform alternative work from good policy to good practice.”
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