How to negotiate a permanent work-from-home arrangement

Long considered a privilege reserved for company-wide stars and senior executives, the ability to work from home has been introduced to millions of office workers, of all levels, in an effort to force to slow the spread of coronavirus. Now, as professionals across the US have adjusted to the new way of working, major companies including Twitter and Facebook have announced plans to allow employees to continue working from home forever, if they so desire. .

That’s welcome news for the majority of office workers, who said they wanted the option to extend their remote work arrangements beyond the pandemic. A recent Prudential survey of 2,050 US workers found that 68% of those currently working from home want to continue to do so. to some extent in the future.

If you find yourself in that camp but your employer has announced plans to return to the office or they haven’t made a decision, experts tell CNBC Make It that now is a good time to try and make your condition permanent.

Here’s how to make the request.

First, do some reflection to understand what you really want from regular remote work. Are you a more engaged employee when you have control over how you spend your time away from work? Are you more productive when you have your own space to get focused work done? Would you be okay with a work environment where your only interactions with co-workers are virtual rather than face-to-face?

When you review your responses, think long-term, says Heidi Brooks, professor of organizational behavior at the Yale School of Management. “It’s important to clarify your preferences, but don’t make it situational,” she says. Your experience working from home during a global pandemic while others are in a similar situation will be very different from working remotely six to nine months later.

Brooks also advises not to downplay the importance of your workplace as a source of social connection, which can be ineffective if you’re working remotely while everyone else is back in the office. Of course, this is also the case for pandemic conditions, as you may be fine with your level of social interaction outside of work through family, friends, interest groups, etc.

Bring in other members of your family who may be affected by your decision to work from home permanently. For example, consider whether this changes the motivation of someone taking on household or childcare responsibilities, or if you need to share space with others during the day.

When you’re shaping your pitch, think of you and your boss as working on the same team to solve a common problem, not you alone, says negotiation expert Alexandra Carter. Simply ask your employer for something you need.

“Define specifically the problem you’re trying to solve and what you need from the company,” she says. The problem could be that you can’t be productive when your workday is split up to pick up your child from school or daycare in the afternoon. One solution your company can offer is the ability to work away from the office so you can better allocate your time and focus during the day. As you become more engaged with your work, you can help your team build deeper relationships with key customers, complete more extensive research for the product you’re building or succeeding. more in achieving any of your goals with the company.

Whatever it is, make sure you do your research so you can back up why the arrangement will be mutually beneficial. Carter breaks down the negotiation formula this way: “This is my request and this is how we all benefit. Make sure you bind your request in a way that meets what the company wants. need”.

In many cases, you can find a business case that supports a personal preference for working from home. For example, while you may personally enjoy not having to go to work, it actually gives you more free time to deal with personal issues, which can help you stay focused and productive. than during business hours.

“Think about what you really want before making your request,” says Brooks. “Well then, don’t make it just from your own point of view. Make it work, not just for personal convenience.”

Jason Fried, founder and CEO of Basecamp, a globally distributed remote project management platform, says if you’re hoping to secure a deal remotely because you have intention to move permanently from one’s current location. labor force.

First, some employers, including Facebook, have a policy of paying their employees a market rate based on where they live. That means you could experience a pay cut if you move from a high cost-of-living area with competitive wages to a mid-sized city with a more affordable standard of living.

In addition, you will have a better outcome if you engage in a conversation and involve others in the decision, rather than going to ask if they are suitable for you to live somewhere else. Come to the table and explain why you find your current job meaningful and you want to stay, why your employer is keeping you remotely, and you are willing to do it. What to do to arrange work?

If the decision to move is something that benefits your family as a whole – such as moving closer to family members who can help care for your children – what That can also reinforce your pitch. Depending on your employer and manager, there may be other situations where it is appropriate to give personal reasons for your request.

“If there’s anything the pandemic takes home, it’s that childcare is a fact and people have competing commitments. [of work and family] in their lives,” Carter said. I would treat childcare the same way I would treat it if I had a sick family member. I don’t want my kids to be my boss’s problem – they can’t teach me at home. But look, my goal is to move this company forward and in a way that’s sustainable for me and the people I love. And I’ve come up with a plan to help get us there. “

Columbia Law School professor, negotiating lecturer for the United Nations and “Ask for More” author admits that she often works with organizations that advocate family-friendly policies and understands that not everyone also in that position.

To that end, she says, “I advise people to focus on making those specific propositions: find ways to show that you, as a flexible worker or a Working from home can make a huge impact anyway for the company.”

With millions of US office workers logging on remotely over the past few months, making the case for permanent work-from-home work has never been easier, Fried said. Use your recent successes as proof that you’re committed to continuing as an employee, even when you’re no longer in the office.

While it’s one thing that shows you’ve been able to handle remote work for several months, you’ll also want to make sure to address how you plan to stay committed, productive, and successful in your role. at the company of the future, says multigenerational workplace expert Candace Steele Flippin.

“Just like any other conversation, you have to come up with a business case for it,” says Steele Flippin. “You want to make sure you demonstrate that you’re still going to be responsible and responsive. If people go back to the office and you’re still far away, show that you’re just as productive.”

As you build the case for permanent work from home, think about how you’ll set goals with your boss, communicate progress, and measure results. Doing this research will show you’ve been thinking about how to make this temporary situation work in the long run and how it can continue to be a good thing for your employer.

Steele Flippin says: Your own decision to work remotely will affect your co-workers, so be prepared to admit it in your pitch and have solutions to handle the challenges. could happen, says Steele Flippin.

Whether you are an individual contributor or a manager, discuss with the colleagues you interact with to consider their concerns about the remote and in-office hybrid team, and hear from them. any solution. These group conversations can empower others to hold them accountable for how they want to continue working in the future, helping them bring those conversations to their manager and build a balanced solution. remind everyone.

“I advise people to support the system rather than individual opinions,” says Carter. “Advocacy so your entire department can come together to find a schedule that works for everyone.”

Admit it to your manager this way, she says, “I know this is part of the solution we’ll all find together, and I’m here to work with the team to make sure it’s right for you and everyone.”

All in all, “If you’re worried about coming back, you should have an honest conversation with your employer,” says Steele Flippin. She cites a number of reasons a remote arrangement might work, such as if you have no choice but to take public transport to get into the office, if you have a medical condition. underlying health or you live in a household where someone is at high risk for Severe Illness.

Otherwise, as with any negotiation, be prepared to compromise and use the discussion as a starting point for further negotiations. Carter recommends asking your boss what their concerns are, so you can find barriers and address them directly.

For example, maybe your boss is worried about having enough people in place to lead presentations. You may come to the table indicating that you have discussed your situation with co-workers and that you know certain people who intend to stay in position to resolve those issues. And, you might have thought of digital solutions to be able to handle face-to-face meetings while you’re away.

If your boss is hesitant about leaving your remote status permanent while the office reopens, you can suggest a pilot period of remoteness during the first month of the transition. If during that time, you can demonstrate, through measurable results, that you’re only productive remotely while everyone else is back in the office, you can extend the deal.

Steele Flippin says you can also think about your arrangement in terms of your business’s overall stage approach. For example, if they are planning to engage 30% of the workforce, try to make the case that you will be part of the team to stay at home as a backup. Acknowledge that you’d be willing to take on someone else’s job should there be another spike in coronavirus cases during reopening.

Whether you get the green light for permanent work-from-home work or you and your boss agree on a probationary period, Carter recommends getting the agreement exactly in writing. “This way it’s clear to everyone that the deal can go ahead regardless of who the manager is,” she said.

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