Easy-to-follow video tutorials help you learn software, creative, and business skills.Become a member

Negotiation scenario: Flex time

From: Negotiation Fundamentals

Video: Negotiation scenario: Flex time

Now that we've explored the fundamentals of mutual benefit negotiation, we're going to put it altogether by letting you eavesdrop on a negotiation for flex work, between Tom and his manager, Sarah. As the negotiation unfolds, we'll 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 has fully-framed and supported his request. Tom: Hey! Still have a few minutes? Sarah: Of course! Grab a chair. Tom: Thanks! I know you've been in and out of meetings all day. Sarah: It never ends. Tom: I know. No lunch? Sarah: Oh, well, I'm trying to get out early. My son has a class play tonight. He is going to be a fig tree. Tom: (laughing) Well, you have to start somewhere. Sarah: Right. So how is your own little one? Tom: Olivia, oh, she is amazing. Sarah: Aw! Tom: Yeah, she is four weeks old tomorrow. Sarah: Ah, congrats! Tom: Thanks! That's actually what I am here about. Paternity leave was fantastic. Working flextime for the last several weeks was--it was just great, being able to spend time with my wife and my daughter. But now that I am back full-time, I am realizing that I actually got more work done at home than I do here. You know, a baby cries for five minutes, but a meeting goes on for two hours. Sarah: (laughing) I see! So what you are saying is you want to work flextime on a long-term basis? Tom: What I am saying is, I think the whole company could benefit from a flextime policy. Sarah: Aha! Tom: What do you think? Sarah: Well, that's ambitious and I think it might be fine for a start-up, but for someone as big as us, I don't see it. Tom: That's how I thought at first, but I did a lot of research and I found at least half a dozen companies-- Sarah: Tom! Tom: --of our size or--or larger, also competitors, who have flextime policies and they all say the same thing; employee satisfaction goes up, productivity goes up, and employee turnaround goes down. Sarah: 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. Tom: Well, have you seen the Customer Service stats from when I was away? Sarah: Yeah, I have. Tom: And what do they say? Sarah: Complaints were down about 10%, sales were up about the same amount. I get it Tom. You were more productive at home. Tom: It wasn't just me though. It was my whole team. Without me here micromanaging them, 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. Sarah: Hmm. Tom: Can I ask you another question? Sarah: Uh-huh. Tom: Who do you think would benefit from a more flexible schedule? Sarah: Well, Steve and Sally both have long commutes. I am sure they would both love to work from home a couple of days a week. Tom: How about yourself? Well, I mean, if you were able to work from home today, you'd have been able to have a decent lunch and you'd be able to get to your son's play without being rushed. Sarah: Well, that sounds great when you put it that way, but the executive team doesn't necessarily believe that employee morale directly affects the bottom line. Tom: Well, look at it this way, you know Sheila, from my department? Sarah: Uh-huh. Tom: Well, she had to 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 of lost work, because she wasn't set up to work from home. And the thing is, is if we had known about this ahead of time, it wouldn't have been hard to do. Sarah: So you are saying we just need to have a system in place where if anybody had to work from home, they could? Tom: Or from anywhere. Sarah: So it doesn't matter where they are when they get their work done as long as it gets done. Tom: Exactly! Results are results. That's all that matters. Sarah: I do see where you are coming from. But pitching this to the executive team-- Tom: Well, 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 try it out for a few months. Sarah: Uh-huh. I am not a 100% with you yet. Tom: Okay. Well, I just sprang this on you. Sarah: Yeah, I understand. Tom: What do you think you would need for me to get to that 100% commitment, not 99%, but 100%? Sarah: Let's see, you've got a good start with those customer service stats. 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'd help. Tom: I am on it. I'll design a set of objectives, that we can track and measure results. Sarah: Okay. Tom: What else? Sarah: Well, that research you were 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 receptionist, basically just give me the data, and if it's rock-solid, I'll sign on. Tom: A 100%? Sarah: Yes, if your data is rock-solid. Tom: All right, I think I can make this happen. Sarah: Okay. Tom: And I'll go one up on you. Sarah: Okay. Tom: What if I were to design a pilot plan to go along with these measurement targets you're going to present? Sarah: That's what I am looking for. Tom: Okay. 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? Sarah: Well, if the data is good and our proposal is tight, I would. Tom: Excellent! I am thrilled about this, Sarah. Thank you so much! Sarah: Now, you realize you still have a long way to go? Tom: Yeah, but I am a lot closer than I was five minutes ago. Sarah: (laughing) Okay. I'll be talking to you. Tom: All right! Thank you so much! Sarah: You're very welcome! So 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 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 authentically 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.

Negotiation scenario: Flex time

Now that we've explored the fundamentals of mutual benefit negotiation, we're going to put it altogether by letting you eavesdrop on a negotiation for flex work, between Tom and his manager, Sarah. As the negotiation unfolds, we'll 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 has fully-framed and supported his request. Tom: Hey! Still have a few minutes? Sarah: Of course! Grab a chair. Tom: Thanks! I know you've been in and out of meetings all day. Sarah: It never ends. Tom: I know. No lunch? Sarah: Oh, well, I'm trying to get out early. My son has a class play tonight. He is going to be a fig tree. Tom: (laughing) Well, you have to start somewhere. Sarah: Right. So how is your own little one? Tom: Olivia, oh, she is amazing. Sarah: Aw! Tom: Yeah, she is four weeks old tomorrow. Sarah: Ah, congrats! Tom: Thanks! That's actually what I am here about. Paternity leave was fantastic. Working flextime for the last several weeks was--it was just great, being able to spend time with my wife and my daughter. But now that I am back full-time, I am realizing that I actually got more work done at home than I do here. You know, a baby cries for five minutes, but a meeting goes on for two hours. Sarah: (laughing) I see! So what you are saying is you want to work flextime on a long-term basis? Tom: What I am saying is, I think the whole company could benefit from a flextime policy. Sarah: Aha! Tom: What do you think? Sarah: Well, that's ambitious and I think it might be fine for a start-up, but for someone as big as us, I don't see it. Tom: That's how I thought at first, but I did a lot of research and I found at least half a dozen companies-- Sarah: Tom! Tom: --of our size or--or larger, also competitors, who have flextime policies and they all say the same thing; employee satisfaction goes up, productivity goes up, and employee turnaround goes down. Sarah: 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. Tom: Well, have you seen the Customer Service stats from when I was away? Sarah: Yeah, I have. Tom: And what do they say? Sarah: Complaints were down about 10%, sales were up about the same amount. I get it Tom. You were more productive at home. Tom: It wasn't just me though. It was my whole team. Without me here micromanaging them, 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. Sarah: Hmm. Tom: Can I ask you another question? Sarah: Uh-huh. Tom: Who do you think would benefit from a more flexible schedule? Sarah: Well, Steve and Sally both have long commutes. I am sure they would both love to work from home a couple of days a week. Tom: How about yourself? Well, I mean, if you were able to work from home today, you'd have been able to have a decent lunch and you'd be able to get to your son's play without being rushed. Sarah: Well, that sounds great when you put it that way, but the executive team doesn't necessarily believe that employee morale directly affects the bottom line. Tom: Well, look at it this way, you know Sheila, from my department? Sarah: Uh-huh. Tom: Well, she had to 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 of lost work, because she wasn't set up to work from home. And the thing is, is if we had known about this ahead of time, it wouldn't have been hard to do. Sarah: So you are saying we just need to have a system in place where if anybody had to work from home, they could? Tom: Or from anywhere. Sarah: So it doesn't matter where they are when they get their work done as long as it gets done. Tom: Exactly! Results are results. That's all that matters. Sarah: I do see where you are coming from. But pitching this to the executive team-- Tom: Well, 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 try it out for a few months. Sarah: Uh-huh. I am not a 100% with you yet. Tom: Okay. Well, I just sprang this on you. Sarah: Yeah, I understand. Tom: What do you think you would need for me to get to that 100% commitment, not 99%, but 100%? Sarah: Let's see, you've got a good start with those customer service stats. 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'd help. Tom: I am on it. I'll design a set of objectives, that we can track and measure results. Sarah: Okay. Tom: What else? Sarah: Well, that research you were 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 receptionist, basically just give me the data, and if it's rock-solid, I'll sign on. Tom: A 100%? Sarah: Yes, if your data is rock-solid. Tom: All right, I think I can make this happen. Sarah: Okay. Tom: And I'll go one up on you. Sarah: Okay. Tom: What if I were to design a pilot plan to go along with these measurement targets you're going to present? Sarah: That's what I am looking for. Tom: Okay. 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? Sarah: Well, if the data is good and our proposal is tight, I would. Tom: Excellent! I am thrilled about this, Sarah. Thank you so much! Sarah: Now, you realize you still have a long way to go? Tom: Yeah, but I am a lot closer than I was five minutes ago. Sarah: (laughing) Okay. I'll be talking to you. Tom: All right! Thank you so much! Sarah: You're very welcome! So 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 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 authentically 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.

Show transcript

This video is part of

Image for Negotiation Fundamentals
Negotiation Fundamentals

14 video lessons · 18521 viewers

Lisa Gates
Author

 

Start learning today

Get unlimited access to all courses for just $25/month.

Become a member
Sometimes @lynda teaches me how to use a program and sometimes Lynda.com changes my life forever. @JosefShutter
@lynda lynda.com is an absolute life saver when it comes to learning todays software. Definitely recommend it! #higherlearning @Michael_Caraway
@lynda The best thing online! Your database of courses is great! To the mark and very helpful. Thanks! @ru22more
Got to create something yesterday I never thought I could do. #thanks @lynda @Ngventurella
I really do love @lynda as a learning platform. Never stop learning and developing, it’s probably our greatest gift as a species! @soundslikedavid
@lynda just subscribed to lynda.com all I can say its brilliant join now trust me @ButchSamurai
@lynda is an awesome resource. The membership is priceless if you take advantage of it. @diabetic_techie
One of the best decision I made this year. Buy a 1yr subscription to @lynda @cybercaptive
guys lynda.com (@lynda) is the best. So far I’ve learned Java, principles of OO programming, and now learning about MS project @lucasmitchell
Signed back up to @lynda dot com. I’ve missed it!! Proper geeking out right now! #timetolearn #geek @JayGodbold
Share a link to this course

What are exercise files?

Exercise files are the same files the author uses in the course. Save time by downloading the author's files instead of setting up your own files, and learn by following along with the instructor.

Can I take this course without the exercise files?

Yes! If you decide you would like the exercise files later, you can upgrade to a premium account any time.

Become a member Download sample files See plans and pricing

Please wait... please wait ...
Upgrade to get access to exercise files.

Exercise files video

How to use exercise files.

Learn by watching, listening, and doing, Exercise files are the same files the author uses in the course, so you can download them and follow along Premium memberships include access to all exercise files in the library.


Exercise files

Exercise files video

How to use exercise files.

For additional information on downloading and using exercise files, watch our instructional video or read the instructions in the FAQ .

This course includes free exercise files, so you can practice while you watch the course. To access all the exercise files in our library, become a Premium Member.

Are you sure you want to mark all the videos in this course as unwatched?

This will not affect your course history, your reports, or your certificates of completion for this course.


Mark all as unwatched Cancel

Congratulations

You have completed Negotiation Fundamentals.

Return to your organization's learning portal to continue training, or close this page.


OK
Become a member to add this course to a playlist

Join today and get unlimited access to the entire library of video courses—and create as many playlists as you like.

Get started

Already a member ?

Become a member to like this course.

Join today and get unlimited access to the entire library of video courses.

Get started

Already a member?

Exercise files

Learn by watching, listening, and doing! Exercise files are the same files the author uses in the course, so you can download them and follow along. Exercise files are available with all Premium memberships. Learn more

Get started

Already a Premium member?

Exercise files video

How to use exercise files.

Ask a question

Thanks for contacting us.
You’ll hear from our Customer Service team within 24 hours.

Please enter the text shown below:

The classic layout automatically defaults to the latest Flash Player.

To choose a different player, hold the cursor over your name at the top right of any lynda.com page and choose Site preferences from the dropdown menu.

Continue to classic layout Stay on new layout
Exercise files

Access exercise files from a button right under the course name.

Mark videos as unwatched

Remove icons showing you already watched videos if you want to start over.

Control your viewing experience

Make the video wide, narrow, full-screen, or pop the player out of the page into its own window.

Interactive transcripts

Click on text in the transcript to jump to that spot in the video. As the video plays, the relevant spot in the transcript will be highlighted.

Learn more, save more. Upgrade today!

Get our Annual Premium Membership at our best savings yet.

Upgrade to our Annual Premium Membership today and get even more value from your lynda.com subscription:

“In a way, I feel like you are rooting for me. Like you are really invested in my experience, and want me to get as much out of these courses as possible this is the best place to start on your journey to learning new material.”— Nadine H.

Thanks for signing up.

We’ll send you a confirmation email shortly.


Sign up and receive emails about lynda.com and our online training library:

Here’s our privacy policy with more details about how we handle your information.

Keep up with news, tips, and latest courses with emails from lynda.com.

Sign up and receive emails about lynda.com and our online training library:

Here’s our privacy policy with more details about how we handle your information.

   
submit Lightbox submit clicked
Terms and conditions of use

We've updated our terms and conditions (now called terms of service).Go
Review and accept our updated terms of service.