Who would argue that workplace flexibility can make or break whether someone living with debilitating health could stay employed? Everyone seems to agree it’s a great idea but ask an employer and you’ll hear why it’s so difficult to make happen.
Like it or now, the demand for a flex work life, however, is becoming the new normal. At the site, 1 Million for Work Flexibility, (love the name!) this post, Evolve or Get Left Behind, the author (a senior change leader at PricewatersCoopers – – not exactly a risk-taking culture), makes the case for flexibility as a good business decision. Her reason? A global study of their workforce found that 80% of their workforce are millennials who want “…to work in a place that allows them flexibility in where they work, how much they work and when they work.” (my italics)
How does this help those of us living with unpredictable and invisible health? In my experience, it’s the where, how much and when you work that are the deciding factors as to whether a person can stay employed by others. This sounds like and should be a significant improvement. But it’s still tricky when you have to explain or even justify why you want a flex schedule. For many years now, women — and men — in the U.S. have complained that they become marginalized when they choose the ‘mommy track’ — code word for flex. Has this changed? Probably in the younger generation. I’ve found that people with unpredictable health seem to think there’s at least some level of acceptable for moms or dads who want flex scheduling for parenting activities. They don’t find the same acceptance extended for those who need it for health reasons.
Let’s face it, do you think you’re going to get a wholeheartedly positive response to, “I need to work at unpredictable times because I live with an illness that makes my performance schedule unreliable.”? It’s in our best interest to frame your request strategically.
Consider this:
- Normalize the situation. When my client was hired, her boss told her proudly that all employees have a flexible schedule. She could work a 32 hour work week, have periodic breaks when needed and set her weekly schedule. But apparently, it’s busier than ever and that’s not what’s happening. She knows others are upset about the current scheduling but she doesn’t want to be the one to complain. Why? Because she needs flex for health reasons and that makes her feel different and vulnerable. She’s afraid they’ll think she’s not ‘up to the job’ although she’s had great feedback since she started. Could she think about why her request for change would be good for her boss? Could she make the case that a small reduction in hours with more breaks will make her more productive during her workday. Is there a need to explain why she needs this? Better to focus on what it would achieve. Focusing on the positive creates message that this change helps everyone win. True, she might not get what she wants but she’s started the conversation. Isn’t this better than hiding her problems, not saying anything at all from fear and having to quit when she can’t keep up?
- Flexibility means different things to different people. It’s your responsibility to figure out what you need to stay employed. As the author wrote in Evolve or Get Left Behind, “We all define flexibility differently depending on our personal and professional goals, but one thing on which we may all agree is that flexibility is not a “one size fits all” concept.” That means that there are not ‘good’ or better’ reasons to ask for changes and your changes or workarounds. But it does have to fit into the company’s model and culture.
The bottom line? Regardless of why you need a job with flexible scheduling, you have s much tight to it as the next person. Just make sure you frame it so you get it.
What have you done to get a more flexible schedule? What would you like to do differently?
Rebecca says
I have struggled for many years with chronic illness. Staying employed has been one of my goals and desires for quality of life, self esteem, sense of accomplishment etc. Hiding my conditions has become my greatest accomplishment and my greatest weakness. I just didn’t want people to feel sorry for me or to be known as that girl with the chronic illness.
I have changed my career several times in hopes of getting ahead of my increasing limitations. I could sustain for another couple of years and eventually have to make another change due to the struggles I had. After finally accepting my Dr’s recommendations for work accommodations, I was terminated. This was a tremendous blow to my sense of self worth; and quality of life seemed to diminish more and more with each passing day. I got up out, dusted myself off, got my chin back up (took 6 months) and got back to work as a substitute teacher. This too was VERY taxing on my body and my health suffered again.
It was an epiphone realizing that I needed to take my career goals into my own hands and make my own schedule because no one (especially employers) understood how my health issues affected my daily life, performance and ultimately my health. I began seeking home employment, which felt a bit like defeat, but what else could I do? I had done all that I could to stay employed. I have recently found what I feel like is THE answer for my career needs with my healthcare needs firmly in place.
Perfectly Posh has given me back my life, my ability to do something productive, my esteem and so much more. I am in control again of my own goals and my own health needs.
Sincerely yours, Rebecca
https://AllThingsPosh.po.sh/
http://www.facebook.com/Posh4Rebecca
Danny says
I have staff with chronic illness. What works for us is openness and flexibility. I don’t hire persons who aren’t committed, can do people of any stripe. We shift urgent work as needed. We can do this through cross training and documented procedures. The person out of commission steps back in when able and is eager to catch up and retake ownership. It really hasn’t been an issue.
Danny says
I’d like to add that persons who are caregivers and/or with young kids are in the same boat. That includes most of us.
Rosalind says
Hi Rebecca – Sorry I didn’t respond more quickly. I’m not getting the alerts when comments are posted from WP — my tech team checking into it but haven’t solved the mystery.
I’ve seen you on Twitter/FB but didn’t know your story. It’s terrific. You are an example of resilience and the right mix of ingredients to make this happen. Good for you. Thanks for writing! Rosalind
Rosalind says
Danny, You are unusual (and after looking at your blog, I see why). I wish every employer functioned as you do. Rosalind
Rosalind says
And that’s the point of this post. Because the profile of employees have changed over the past few decades, there is a growing demand for flexibility. And because most of us with CI don’t want to make such demands — or get rejected when they do — we must capitalize as much as possible on these kinds of changes. Yes it is a big portion of the workplace.
Mabel says
I have had two different chronic illnesses over the last 24 years. With the first one I kept going by managing my own business and delegating to very loyal colleaugues. Nobody else knew. After 6 years I had to quit for my health. Whilst recovering I worked part time in a job way below my level then I had a car accident leaving me with severe chronic pain. After six months I just could not go on and have not worked in the twelve years since. I mourned work for four years but eventually came to a place of acceptance that I would not work again because it causes worse, permanent disability.
Rosalind says
Thanks for sharing this.