Any success stories from challenging rejection of flexible working requests?

Hoenir

Savvy_Sue said:

If you're facing a leadership team who don't believe you're working if they can't see you doing it, it's an uphill struggle. We lost staff who could have continued to WFH more days than not, just because the CEO was convinced that we worked better in the office.

Having sat for many years on the other side of the glass door and been privy to senior mangement meetings , board meetings, organisational restruturing, cost saving discussions  etc. Often the case that other employees don't have a clue as to what's actually going on. Not that they should. As not eventualites do actually come to pass. However there's sometimes a neccessity to put contingent planning into place. While losing key members of staff is regrettable. No one is indispensable. While inconvenient. Everybody is replaceable. 

Pinneypen

Savvy_Sue said:

If you're facing a leadership team who don't believe you're working if they can't see you doing it, it's an uphill struggle. We lost staff who could have continued to WFH more days than not, just because the CEO was convinced that we worked better in the office.

This despite not having enough desk space for everyone in the office ... especially when we were still trying to keep a safe distance from each other.

Many of us couldn't work remotely every day, and some of us barely at all, but the 'everyone in' period was hugely frustrating. (You can't really glare properly at a computer and solve a problem with it over a Zoom call, which was my special gift.) 

My work is fine. I had a great performance review. I don't think it's anything to do with productivity. I think it's more of a trendy thing to do to match other ceos.

LightFlare said:

@Pinneypen - one avenue that may (or may not) be available for advice is your Union IF you are a member.

It does sound as if you are in the position where any requests are likely to be refused.

From recollection, you are only allowed to submit one request every 12 months (I think)

Do you have annual appraisals ? You could raise the subject then and gently enquire what changes you could make to help the decision makers look more favourably on future requests.
If they give you a flat “no,not under any circumstances” then at least you know where you stand, which may help with decisions about your future with the company.

No union sadly. And yes, my last annual appraisal went fine and I got a great rating for my productivity and performance while I was working from home.

Hoenir said:

Savvy_Sue said:

If you're facing a leadership team who don't believe you're working if they can't see you doing it, it's an uphill struggle. We lost staff who could have continued to WFH more days than not, just because the CEO was convinced that we worked better in the office.

Having sat for many years on the other side of the glass door and been privy to senior mangement meetings , board meetings, organisational restruturing, cost saving discussions  etc. Often the case that other employees don't have a clue as to what's actually going on. Not that they should. As not eventualites do actually come to pass. However there's sometimes a neccessity to put contingent planning into place. While losing key members of staff is regrettable. No one is indispensable. While inconvenient. Everybody is replaceable. 

While they could replace me, it would be very expensive to do so, so I don't think it's likely to be their first choice.

Also, I am doubtful it's a result of some skilled planning that will lead to a better company. Again, from what I have heard they are fine with less productivity and a lower performance from a return to the office mandate. It's probably just that they got some cool ideas from their buddy ceos they play golf with and decided to enact them on people.