How to take time off from work
Before turning to the manual on this issue, clarify for yourself a few points.
How painless will your absence be for the company? Who can keep you safe while you go about your business? How urgent are these cases and how convincing will they look in the eyes of the management? When do you need to go out and how long are you going to be absent? Do you plan to return to the workplace on the same day, or is it for some reason impossible or does not make sense already? How can you compensate for your absence at work on this particular day?
The answer to all these questions is already dictated to you by the scenario of further behavior.
If you need a safety net, first enlist the support of colleagues. Explain to them why you need to leave, explain, if necessary, what is required of them, enter them, if necessary, in the course of tasks. Offer reciprocal courtesy or remind you of a previously rendered service, if any.
If you have a normal relationship with your team, there should be no problems at this stage. But even in cases where a colleague starts to stagnate, all is not lost. To hedge you, in some cases, he may already be on behalf of his boss, and you just can’t just dismiss him.
The next stage is an appeal to the immediate superior. Let him know that you, while solving personal problems, do not forget about your official duties for a minute. The best confirmation of this in his eyes will be to make sure that you have tried to choose the least appropriate time for absence, figure out possible consequences, take care of insurance options, provide, if necessary, the way in which you compensate for your absence. For example, we are ready to stay at work at another time, to take on additional burden, etc.
Most often, a positive decision of the immediate supervisor will be enough. However, in some companies only the boss of a higher rank has the right to make such decisions, in small and medium-sized companies - up to the first person.
In this scenario, it is important for you to obtain the consent of the direct leadership. Often this will be quite enough, but be prepared and answer approximately the same list of questions that you have already gotten together with the need to ask for it.