If you and your employer agreed to trial different responsibilities/flexibility, it will help you if you can document what's working (and collect evidence) as well as being honest about what isn't and suggesting any tweaks to make it work better. This will help build your case for making the permanent changes you would like. Equally, if your renegotiated role is permanent, it's also good to reinforce in your line manager's mind that this was a good decision by highlighting the benefits the wider team and/or business is experiencing as a result.
"I was the first person in my team to ask for flexibility so I was keen to show I could make it work. I did this for three months with a meeting midway through to get feedback and make any necessary adjustments."
The following prompts are designed to help you consider the ways you would like to reshape your role and how you will pitch for it.
- In what ways has your outlook on work a) changed and b) stayed the same since going on leave? How much more or less time would you like work to take up?
- What do you want to do more of? Less of? (See steps 6, 7 & 8)
- If you were your line manager, what would it take to convince you?
- Flexible working legislation and how to make a request
- Chapter one 'Know your ideal scenario' and chapter two 'Keep in touch and ask for what you want' in Mothers Work! How to Get a Grip on Guilt and Make a Smooth Return to Work by Jessica Chivers (Hay House, 2011)
- Leslie, L.M, Park, T. & Mehng, S.A. (2012). Flexible working practises: a source of career premiums or penalties? Academy of Management Journal, 55: 1407-1428.
- 'Are you penalising part-time employees?'
