Negotiating part time hours - advice please!

[jill2209]

Hi

I am due back at work next July and have decided that I would really like to just work 3 days a week. I need to put together a flexible working request and just wondered if anyone else had done this and had any tips/advice on how to present the best possible arguments/business case for making this work.

I've had an informal chat with my manager about it, and I think the main sticking point is likely to be that she thinks I'm in too senior a position to work part-time. I suspect that they might offer me part-time work only if I'm prepared to drop to a lower level job than I was on previously...which then throws all my financial planning into chaos as all my calculations about salary vs childcare are based on what I'm currently earning. Anyone else been in a similar situation and can offer advice?

Thanks

You could of course mention how the chairmen of large companies always manage to work part-time and how half the directors manage to hold down executive directorships without it affecting their work, and so on....

Seriously, I went though all the downsides I could think of, and demonstrated how they would not be a problem because of x,y,and z, I promised that I would work part time on a trial basis for 6 months only initially to prove it worked, and that I would go back to full-time if we found it impossible in practice (which I had no intention of doing, obviously), and I promised to have my blackberry with me from 8-6 on those working days I was at home so I could be contactable in an emergency (but not contactable for run-of-the-mill stuff). I detailed in writing the childcare I had planned, to show that I would not be forever dropping everything to rush home and sort out domestic problems and also to show that there was flexibility in my schedule should I be desperately needed in the office. I also pointed out to them how much more motivated I would be when I knew the effort they were going to to accomodate my needs. Finally I made sure that someone pointed out to them that I would be effectively tied to the company because headhunters run a mile when they find out you are part-time.

Good luck.

I think this is a really tough one to negotiate. You often find that line managers will agree to 4 days a week but find it tough to agree to 3.

What you need to do is detail how 40% of the role can effectively be covered or not done. This means having a really good view on your role, where you really add value and what they would not want to lose. What could be stopped e.g. are there certain meeting that you really do not need to attend. How could you develop some of your directs by delegating and use the 40% saving on your salary to promote them etc.

You need to detail what the potential impacts are on your boss, colleagues, your team and you. Then one by one explain how you will manage these or mitigate them. What will happen on the days you are not there?

You need to be realistic and look at the situation from your boss's perspective because that is how you will write the most compelling arguements.

Also, have you talked to your colleagues or directs about it? It can be useful to understand how they feel and work through stuff with them. If you can influence them and get them on side then you will have more chance of agreeing it.

Also, don't forget about the impact on you. I have one friend who thought 3 days was Nirvana, she returned on the agreement and hated it because she hated not being in control of all the elements of her role.

Things colleagues/line and directs will be concerned about:

Who will do the 40% that will not be done
What will happen to projects - will i have to do all of them because so and so can't do it
What about urgent queries?
How will we be able to answer stuff, find the info in x's absence?
Will I just be asked to do more to cover and not get anything for it.
Will less simply be delivered, (which may or may not be acceptable?
What happens to team meetings - will everything need to be scheduled around x
Will they take their fair share of extra work?
Are they going to become a 9 to 5 er?

NOw you may think the questions are mad but if you don't find a way of ackknowledging they are legitimate and answering them positively you will lessen your chances of a yes.

Also agree with Squiffy in that I think committing to either other solutions and being flexible is a must to get a yes.

Good luck

Oh and PS - your boss will need better reasons for turning you down than the level of your role!

Hi

Thanks so much for the pointers - I'll have a really good think about all that and try to answer all the potential objections.
Part of my job was supposed to be moving to another person anyway (this was promised way before I announced I was pregnant) because of internal reorganisations so that gives me a head start on the 40% of my role that I wouldn't be doing (at least that's how I see it, anyway...!)

I haven't talked to my direct reports - but of the three one will go on maternity leave herself before I get back, one has announced she intends to leave and the other is on a temporary contract. Not ideal...

jill you've had some good advice here, just to add workingfamilies website if you haven't seen it already.