Because of the cultural upheaval in the last several years, the demand for flexible work schedules and locations has grown immensely. Before Covid-19, if you needed flexibility, it was considered a significant accommodation from your company or a career cul-de-sac. However, in March 2020, every company was thrilled to have everyone work where and how they wanted, just as long as they would work. That fear established a momentum that soon would fade as the efforts to sustain productivity drove burnout. Today, the reality is that productivity, creativity, and, most importantly, the company culture have taken significant hits for organizations.
Yes, we did learn that some roles and functions can perform well asynchronously or remotely. And some companies have decided the financial costs of being “in person,” such as office space and travel budgets, are not worth the cultural or productivity benefits.
In a world where employers are wrestling with the right balance of their productivity and “headcount” needs, where does this leave a person navigating a career?
The key to navigating the question of your schedule and location for work comes down to aligning your career plan with the employer’s business plan.
One thing you can count on, over time, the employer will do what is ultimately best for the organization’s sustainability which will require changes in strategy, structure, and policy.
The company must own its results, and you must own your results. As the employer’s strategic plans change due to business cycles or economic conditions, you should expect the seasons of your career to change and update your career plan accordingly.
As companies share their updated strategic plans with employees or investors for buy-in and support execution, you should establish your strategic career plan and share it with your key stakeholders to gain buy-in and support for execution. Doing so builds trust and authenticity.
The problem is that 90% of people don’t have a career plan they can proactively articulate to their leader at their employer. To build a career plan, you must first know your professional and personal inventories, values, purpose, and vision of success. Based upon this unique baseline, you must have goals and action plans to meet these goals supported by key stakeholders, including your leader at work, a board of advisors, a coach, or other peers or mentors.
To gain the proper work flexibility you need, no matter the circumstances, you need to proactively take your career plan to your company and share it. By revealing what is most important to you and your plans for shared success, you have given your leadership clarity into why you are asking for the flexibility you require.
You don’t want your employer to feel like they’re doing you a favor or that you’re stepping back. You need to show a growth mindset because losing physical presence can create less engagement and appearance of less productivity. It’s best to present your plan for increased flexibility as a season, not as a forever stipulation. Proactively establish a plan and lean in to build trust and collaboration alongside your new proposed schedule.
There are many ways to do this, depending on the company culture and tools. The key is, do not be like anyone else. Be your best this season allows.
- Create concrete outcomes and timelines, and be ruthless in planning and organizing outcomes for your leader to expect and then exceed them.
- Avoid excuses. You must own every outcome, good or bad, with a solution to continuously improve.
- Set consistent 1-on-1 meetings with your leadership. Create a specific agenda to go over the results of the last week, your plan for the week to come, and ask for details about what is happening with others on the team and the company this week.
- Become excellent at the technology your company utilizes. Never be the person who holds up the meeting because you are not in the proverbial room.
- Secure an ally on the ground. This is a trusted colleague who can ensure you are aware of critical elements of work you might miss because you are not physically present.
- Show up in person as often as you can, especially early on. There are things you can see or know if you’re not physically there, so make sure to catch up.
- Make key stakeholders aware of your schedule. Don’t expect anyone will remember your schedule, and don’t create more work for anyone else. Be excellent at however your role evolves, and aim for high-presence whenever possible.
Don’t let your current need for increased flexibility keep you from having a great career plan to meet your great purpose. Own it and be proactive. It’s still possible for you to be a proactive and impressive employee, but you’ll need extra discipline to have more flexibility rather than less.