JOAN LLOYD: Negotiating "Work At Home" For Part Of Your Work Week

Joan Lloyd

By Joan Lloyd, syndicated columnist and contributing TDGA self-improvement editor

Dear Joan: 

After reading your column in the June 2010 issue of the Receivables Report I have a question.  I am Director of Patient Financial services for a small hospital.  I earn $110,000 yearly.  I have been in the healthcare business for forty-two years and at my present position for twelve years.   I am sixty-five years old.  

I am contemplating asking my employer to cut my work time at the hospital to four days a week, at the same salary, and I would offer to work at home for the fifth day checking and responding to e-mails in that manner.   

My chief concern is that my boss (CFO) would say OK but you would take a pay cut for that day at home, or worse yet, fire me and replace me with a younger person at a lower salary.  

Can you offer any suggestions as to whether I should approach him with this idea?  Thank you.

Answer:

There are a few key conditions that should be met before you request this:  

• You must be a good performer, who is valued by your manager and other senior leaders.
• Is there a precedent for your request?
• Is there any reason why you must be physically present at the hospital for your work (all five days of the week)?

Many organizations have loosened their requirements for working from home. Even managers, who until recently were required to be on site, are now taking a day at home. In fact, I’ve seen a big increase in the number of leaders who telecommute across the country and work one of those days at home.

If you feel you can make a business case for working at home productively—many people can actually get more done when they don’t have interruptions—you should request this arrangement. If you are putting in a full day, there is no reason why your salary should be reduced.

If you are a manager, there may be some precedent-setting questions senior management will have to wrestle with. For example, do you have self-directed, experienced employees? (If not, can their questions be handled by phone and email?) Will you be available to attend all the necessary meetings that are required in your position? Are you a “working manager” who must crunch numbers, prepare reports and do strategic analysis? (If so, you can make a case for doing this solo work from home.)

If necessary, could you come in to work if something required your immediate attention?  If you are planning on retiring in the next year or so, you may be wise to suggest a transition plan for your successor. For example, if someone on your staff is the heir apparent, why couldn’t that person be the go-to person for your team, on the days you work from home?

The first step in making this request is to float it past the CFO in a casual way. During an upcoming one-on-one meeting, ask him if it is something he would consider. If he seems open to it, tell him you will put together a proposal for him to review. Then ask, “What criteria would have to be met in order for you (and senior management) to feel comfortable with this?” Listen carefully to his answer, because it will reveal all the components you should build into your proposal.

This request may bring up the subject of your retirement. It seems as if you are worried about being replaced by a less expensive person. If you don’t want to retire any time soon, I’d say so. However, your manager may press you for a ballpark timeframe, in order to start preparing for the transition. In one case I know, the executive gradually scaled back his hours from full-time, and as he worked less he began grooming his successor to eventually take over. He was happy with that plan, as he was allowed to keep his health insurance until he was ready to permanently pull the plug. And the organization was happy too, because there were no hiccups in the transition.

What’s the worse thing that can happen? He can say no, but I highly doubt he would fire you for making a request in your daily schedule. It sounds like a great idea to me.

Joan Lloyd is an executive coach, management consultant, facilitator and professional trainer.  Email your question to Joan at info@joanlloyd.com.  Visit www.JoanLloyd.com to search an archive of more than 1300 of Joan’s articles.  (800) 348-1944 © Joan Lloyd & Associates, Inc.