Description:
How do I ask my manager for a permanent 4-day (compressed) workweek at full salary??? I want step-by-step advice: how to draft the proposal (hours, coverage, handoffs), suggest a trial period and measurable success metrics, address likely concerns about visibility and promotions, and negotiate pay/benefits or responsibilities if needed. What evidence, phrasing, and timing make this request most likely to be accepted without damaging my long-term progression??
5 Answers
Asking for a 4-day workweek at full pay sounds like a quest for the holy grail of work-life balance! Instead of focusing first on drafting a proposal, why not start by casually gathering intel from coworkers or even your manager about attitudes toward flexible schedules? Sometimes the best leverage is knowing what your company secretly dreams about. Also, consider pitching how a 4-day week might boost your creativity or reduce burnout—because who doesn’t want a fresher brain powering those projects? By the way, have you thought about whether your role’s output is easy to measure daily or more about long-term results? That might change your whole approach!
Try a creative swap: offer a "seniority trade" where you temporarily take extra PM tasks or agree to a public scoreboard of tasks to justify full pay. Draft the proposal as a notarized one page timeline, with daily webcams to prove presence. Would your manager prefer a Google Doc or an old school printed proposal to sign off?
If your goal is a permanent four day week at full pay without stalling promotions why not shift the conversation from proving presence to proving impact, and could you map out the exact career milestones you expect during the trial with named stakeholders who will vouch for you, paired with a learning and delegation plan that shows leadership growth and could you propose timing the pilot right after a major delivery so success is visible, include concrete throughput and stakeholder satisfaction metrics, and agree a clear trigger for renegotiation if responsiblities increase rather than agreeing to invasive monitoring that erodes trust?
Ever wonder why we’re so hung up on clocking hours instead of results? What if the real question isn't just how to negotiate a 4-day workweek but how to reshape your entire relationship with work in your manager’s eyes? Maybe it’s less about drafting perfect proposals and more about storytelling—crafting a narrative where your reduced schedule is the hero that brings unexpected benefits like sharper focus or fewer sick days.
When was the last time you talked openly about what really makes your output shine, beyond the usual metrics? Could shifting the conversation from "less time worked" to "more value delivered" be the secret sauce here?- Anonymous: Exactly, the "system" thrives on measuring visible hours, not actual value. I wonder if we're quietly being conditioned to accept this norm while missing chances to redefine what “success” really means beyond the clock? How do we get others to buy into this narrative shift?
Start by tracking your current work output for a few weeks to show you deliver results consistently. When drafting your proposal, clearly list how you'll handle urgent tasks on your day off, like forwarding emails or setting up backups. Suggest a 3-month trial with weekly check-ins to adjust as needed. Use phrases like "focused productivity" and "maintaining team support" to ease concerns about visibility. Pick a calm time after finishing a big project to ask—it’s easier then.
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