Q. How will I know you are getting your work done?

A. In the same way you know I'm getting my work done now: You'll see results. You might even have a more accurate sense of my performance because you won't inadvertently make assumptions about how much work I'm getting done based on how long I'm at my desk. And you'll know I'm more likely to perform well because everything will be judged based on results.

Q. If you do this, won't every employee want to do it too?

A. It's true that some people may want to, but research shows that most people don't choose to radically change the way they work, even when they're permitted to. Besides, if those interested are required to coordinate and figure out how the flex will work, it won't be chaotic. It could even make us all more productive and efficient.

Q. I'm fine with the proposed flex, but I don't think my boss will allow it. What now?

A. I have materials you can show him/her that demonstrate how flex can be beneficial for the company.

Q. Won't this cost us a lot more money?

A. The only expenses I see are [list any expenses, such as special equipment]. But think of what you'll save on [include any ways your different schedule will add extra coverage?or free up space--at the office.]

Q. It's hard enough managing everyone working a standard schedule. Won't this require more of my time?

A. I understand this might seem a bit overwhelming. But I'll be responsible for making sure this works and that my work is getting done. Why don't we have a trial period to see if it really is a burden to you?

Q. What if it just doesn't work out? Or we decide we need you for something else, where you can't work flexibly?

A. I propose we try this for _'x' months. We'll develop metrics to decide if it is working. If it isn't successful, I'm happy to make whatever changes necessary to make it work. And, if things change in my job and it no longer seems feasible, I'll be willing to revisit this plan and see if it can be adjusted, or go back to a "standard" schedule.