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earnings
now that we've explored the fundamentals have mutual benefit negotiation
we're going to put it all together by letting you eavesdrop by negotiation for
Flex work
between Tom and his manager Sarah as a negotiation unfolds will identify
the strategies and tactics we explored in the course
pay special attention to how Tom takes things slowly
how he meets resistance with brainstorming and stays
at the table until he's fully framed and supported his request
hey still a few minutes ofcourse
grab a chair thanks I know even
in our meetings all day it never ends no lunch
0 well I'm trying to get out early
my son has a class clay tonight
he's going to be a fig tree I
will you have to start somewhere carried so
how 091 bolivia she's amazing job she's for we sold
mark how can craft thanks um that's actually what I mean
pure about home paternity leave was fantastic
working flex time for the last several weeks woods
he was just great being able to spend time with my wife my daughter
are but now that I'm back full-time
arm I'm realizing that I actually got more work done
at home 90 here arm
you know what a baby cries for five minutes per day meeting
goes on for two hour see so
what you're saying is you want to work flex-time on a a long-term basis
what i'm saying is I think the whole company could benefit from a flextime
policy
huh what do you think
were old
that ambitious and I A
think it might be fine for startup but for someone is because I sigh
me let him see it that's how I thought at first
but a lot of research and I found at least half a dozen times our size 4
for poor larger are also competitors who have flex-time policies
and they all say the same thing employee satisfaction grows up
productivity goes up an employee turnaround goes down
look that might be great for them but it's such a radical departure from the
way we do business
I wouldn't even know where to start we'll have to see the customer service
test from when I was away
be at I have and what did they say complaints were down about 10 percent
sales were up about the same amount I get it Tom you are more productive at
home
it wasn't just me though he was my whole team
up without me here micromanaging
everybody got to focus on their own tasks
on their own time and lo and behold it turns out that
micromanaging wasn't the answer from
you can ask another question mom my who do you think would benefit
from more flexible schedule who
Stephen Sally both have long commutes I'm sure they were both left work from
home a couple days a week
how about yourself well
I mean if you were able to work from home today you have been able to have a
decent much
and you'd be able to get two sons play without being rushed
most sounds great when you put it that way but
the M the executive team doesn't necessarily believe that employee morale
directly affects the bottom line
well look at it this way from
you know she love for my department hmm well should take two days off last week
because her kid was home from school
and she didn't have a sitter now that's two days have lost work
because she wasn't set up to work from home
and the thing is if we had known about this ahead of time
it wouldn't have been hard to do so you're saying
we just need to have a system in place where
if anybody had to work from home they could
or from anywhere so it doesn't matter
where they are when they get their work done as long as it gets done
exactly results are results from that's all that matters
I do see where you're coming from but
pitching this to the executive team just brainstorming here
it doesn't have to be one big sweeping change all at once
we could try one team not even my own team
maybe engineering and tried out for a few months
%um I'm not 100 percent with you
well I just spring this on behind
understand what do you think you would need for me to get to that 100 percent
commitment
not ninety-nine percent but a hundred percent
Gucci
hmm you've got a good start with those customer service standards
if you could make a compelling case that benefits the bottom line
and demonstrate how you plan to maintain those numbers over the long haul
that help I'm on a I'll
design a set of objectives that we can track and measure results
okay what else um
well though that research you're talking about I'll need to see that
and give me some examples about how your own team can
remotely do their jobs and
engineering or anybody even the receptionists basically
just give me the data and
if its rock-solid call sign on
100 percent yes if your data is rock solid
arent I think I can make this happen okay
and and uncle wanna on your can what if I were to design
a pilot plant to go along with these measurement target you're gonna present
vats what I'm looking for and if I were to get this to you
before next Friday would you be willing to present this at the next executive
team meeting
call if the date is good and our proposal is tight
I would so I'm thrilled about this there
thank you so much are you realize you still have a long way to go
Yahoo but I'm a lot closer than I was five minutes ago
okay we talking to you are thank you so much you're very welcome
of
cell that was a great example of how to keep a negotiation
on track and it was great to hear tom make his way through the conversation
with the ease
and yet persistence sounded like an everyday workplace conversation right
but everything we covered throughout the course from diagnostic questions
to handling a lack of cooperation made its way into the negotiation of them
typically
due to tom's preparation watching that example may have triggered possibilities
for you to practice asking for what you want
in your workplace when thinking about a request you've been wanting to make
use this conversation as a template for reaching your goals
and finding your way to agreement
a membership to Linda dot com unlocks this entire course
and hundreds of others visit Linda dot com to learn more Subtitles End: mo.dbxdb.com