When No Isn't Enough.
Anonymous
When No Isn't Enough.
Warning, long post below.
Background:
My current role follows a hybrid work model—three days in the office, two working from home. I have one direct report who has been with me for about four months. Since this is a nonprofit, there is some flexibility in this policy due to the organization’s people-first culture. When I was hired, my boss told me that if I ever needed an extra work-from-home day for something like apartment repairs or other unforeseen circumstances, or if I needed to adjust my remote days from week to week, that would be fine as long as I gave him a heads-up. In turn, I’ve applied the same flexibility with my direct report. For example, when she’s had childcare issues and needed to shift her remote days, I’ve accommodated that without issue. However, I’ve been consistent in reinforcing that the agency’s policy is hybrid, not fully remote.
The Request:
A few weeks ago, during our 1:1, my direct report asked if she could transition to a fully remote position because she wants to relocate to another city. She cited NYC’s high cost of living as her reason. I told her plainly that the hybrid policy is the agency’s policy, not mine, and that everyone, including the Executive Director and senior leadership, follows the same rule. She pointed out that the employee handbook states remote work is determined on a case-by-case basis. I clarified that this applies to employees whose roles require them to be in person full-time (e.g., direct-service staff who cannot work hybrid).
This week, she brought up the request again, stating that she plans to petition the head of HR and the Executive Director to allow her to work remotely. I was upfront with her, saying I was certain they would say no, as the agency policy is hybrid work, not remote work. However, I told her I would first check in with the head of HR.
HR’s Response:
I met with the head of HR, who confirmed that I was correct—the agency policy is hybrid, and while leadership acknowledges that some roles could be performed remotely, the Executive Director is firmly against it. In fact, even proposals to allow three remote days instead of two have been rejected. HR also mentioned they would be revising the remote work policy to make it clearer. Additionally, she confirmed that when my direct report was hired, HR was explicit about the hybrid requirement (as I had also been during the interview process). HR said my direct report is welcome to schedule a meeting to discuss it, but the answer would remain the same.
Her Reaction:
I relayed all of this to my direct report. She acknowledged that this wasn’t the answer she wanted to hear but said she would take some time to process it. After doing so, she informed me that she still plans to meet with HR to discuss the policy.
My Thoughts:
At this point, I’m at a loss. Does she really think she’s going to get a different answer just because she asks again? This is baffling, right?
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