Investigate the company culture. Even if you don't line up an alternative schedule right away, you still want to shop for a company where it's allowed, once you prove yourself and the employer gets to know you. When interviewing, ask questions about parent-friendly policies and the number of employees who have families. Chat informally with a few people who have flexible setups to get a feel for how it's working and any obvious pitfalls to watch out for. Don't assume that a policy is normal practice just because it's on the company website or in the employee handbook.
Convince your boss. Many bosses fear losing control if their employees aren't under their thumb. Your mission is not only to ease that fear but also to show how much better and more efficiently you can do your job if they offer you flexibility. Strike the deal directly with your supervisor. Even if it's company policy, if your manager isn't onboard, it will never work out.
Put it in writing. Draft a proposal that plainly describes what your work schedule, compensation, and benefits would be, and what flexibility you are willing to demonstrate in return. For some help, visit WorkOptions.com, where you'll find downloadable proposal templates for telecommuting, compressed workweeks, job sharing, and part-time schedules as well as other resources.
Explain what's in it for your company. This is not about you, really—if the employer doesn't get something out of it, it'll never work. So make a case for what the company has to gain. Maybe it's paying less in salary for an experienced worker willing to work fewer hours. Or better productivity, thanks to a telecommuting deal that eliminates wasted rush-hour time. With fewer interruptions by coworkers, maybe you'll get more done in less time. Point out that if you work from home or have a part-time job-sharing deal with a coworker, you're be saving the company office space and reducing all-important overhead.
Be willing to compromise. Stay open to your employer's suggestions, and remember that your boss really doesn't care about your parenting woes or your cost of commuting. He or she does care that you perform well and are reliable. It's a good idea to ask for a trial period of three to six months, so both you and your boss can see how the arrangement works out, and tweak it if necessary.
Finally, remember that even if you get a dream schedule, there will be days when it will all come crashing down. No matter how efficient or productive you are, parenting and professional duties are bound to collide when there's a sick child or a last-minute deadline. At those times, you'll simply have to practice the art of letting it go. And forgive yourself for not being perfect.
