Have you been working from home since March 2020? Hearing rumblings that you will be expected to go back to in-person work this year? If the thought of returning to your physical workplace unsettles you, this guide is for you. We spoke with several experts on negotiating work-from-home agreements with employers. Here are some tips:
Do your research.
Before asking your manager if you can work from home permanently, find out whether any other employees have been granted this benefit.
Speak up now as policies are being crafted.
Be transparent about your desire to work remotely. "If an employee wants to continue to work from home, they should share their perspective with their manager," career coach Angela Copeland said. "Not all companies are willing or able to accommodate such requests long term, but if you don't speak up, your manager won't know."
In many workplaces, remote work arrangements are generally decided categorically rather than on a case-by-case basis, employment adviser and litigator Michelle Strowhiro said. Employers usually don't want to give an exception to one person that they wouldn't give to another worker in a similar role.
That's why it's important to speak up about your wishes to work remotely now, before official policies are crafted.
Have a plan in place.
Approach management with a plan for what you want and how you can continue to get your work done effectively. This includes information such as proposed work hours and how you will handle meetings with colleagues who are working in person. "It goes back to building that trust, so they know that there's a plan in place," industrial and organizational psychologist Sertrice Grice said.
Understanding your employer's concerns about a permanent remote work arrangement can be key to crafting a successful plan. For example, if your manager wants every worker to attend big meetings in person, you could agree to travel to the office every few weeks for larger gatherings.
Make a business case — as well as an emotional case.
Emphasize how a remote work arrangement would make sense for your team and the business as a whole. For example, if you are part of a global team based in Southern California but want to work remotely from New York, you could be better equipped to interact with European clients by working East Coast hours. "Those kinds of things are really compelling," said organizational psychologist Lauren Catenacci.