Many workers who are currently WFH want to continue doing so in the future. Here's how to propose permanent WFH to your boss. Here's how...
Photo by Bojitha Wimalasiri on Unsplash
Millions of workers around the world, at all levels, have been working from home or Work From Home (WFH) in an effort to slow the spread of the coronavirus. Many professionals have adjusted to this new way of working, with even major companies like Twitter and Facebook announcing plans to allow their employees to continue working from home forever if they choose.
That's good news for most workers who report they like the option to extend their remote work arrangements beyond the pandemic. A recent Prudential survey of 2,050 workers in the United States found that 68% of those currently working from home want to continue to do so to some extent in the future.
If you're one of those who enjoys WFH but your company has announced plans to return to the office, or they haven't made a decision yet, now is the right time to try and make it permanent. Reporting from CNBC Make It, here's how to apply for permanent WFH to your boss.
That's good news for most workers who report they like the option to extend their remote work arrangements beyond the pandemic. A recent Prudential survey of 2,050 workers in the United States found that 68% of those currently working from home want to continue to do so to some extent in the future.
If you're one of those who enjoys WFH but your company has announced plans to return to the office, or they haven't made a decision yet, now is the right time to try and make it permanent. Reporting from CNBC Make It, here's how to apply for permanent WFH to your boss.
Photo by Bojitha Wimalasiri on Unsplash
1. Make sure WFH is something you want in the long term
First, do some reflection to understand what you really want to get from permanent WFH. Are you a more engaged worker when you have control over how you spend your time when you're not commuting? Are you more productive when you have private space to get focused work done? Are you okay with a work environment where your only interaction with colleagues is virtual?
If you already have the answer, think about it long term, says Heidi Brooks, a professor of organizational behavior at the Yale School of Management. "It's important to make your preferences clear, but don't make it situational," she says. Your experience of working from home during a global pandemic while everyone else is in the same situation will be very different from the next six to nine months of remote work.
Brooks also suggests that you don't overlook the importance of your workplace as a source of social connection, which you might not find if you WFH while others return to the office. Of course, this is also situational given the pandemic conditions, as you may be fine with your level of social interaction outside of work through family, friends, interest groups, and so on.
Bring in other household members who may be impacted by your decision to work from home permanently. For example, consider whether it will change the dynamic of who takes on household or childcare responsibilities, or if you will need to share space with others during the day.
If you already have the answer, think about it long term, says Heidi Brooks, a professor of organizational behavior at the Yale School of Management. "It's important to make your preferences clear, but don't make it situational," she says. Your experience of working from home during a global pandemic while everyone else is in the same situation will be very different from the next six to nine months of remote work.
Brooks also suggests that you don't overlook the importance of your workplace as a source of social connection, which you might not find if you WFH while others return to the office. Of course, this is also situational given the pandemic conditions, as you may be fine with your level of social interaction outside of work through family, friends, interest groups, and so on.
Bring in other household members who may be impacted by your decision to work from home permanently. For example, consider whether it will change the dynamic of who takes on household or childcare responsibilities, or if you will need to share space with others during the day.
Photo by Ian Harber on Unsplash
2. Explain how WFH can benefit you and your company
Understand that you and your boss are working on the same team to solve a problem together, not just asking for something you personally need from your boss, according to negotiation specialist Alexandra Carter. "Concretely define what problem you are trying to solve and what you need from the company," he says.
The solution your company can provide is the ability to work physically away from the office so you can better allocate your time and focus during the day. When you are more engaged with your work, you can help your team build deeper relationships with important clients, complete more extensive research for the product you are building, or be more successful in achieving some of your goals with the company.
Whatever the case, make sure you do your research so you can back up why the arrangement would be mutually beneficial. Carter breaks down the negotiation formula this way: “Here's what I'm asking for, and here's what's in it for all of us. Make sure you tie in your ask in a way that's responsive to what the company needs.”
The solution your company can provide is the ability to work physically away from the office so you can better allocate your time and focus during the day. When you are more engaged with your work, you can help your team build deeper relationships with important clients, complete more extensive research for the product you are building, or be more successful in achieving some of your goals with the company.
Whatever the case, make sure you do your research so you can back up why the arrangement would be mutually beneficial. Carter breaks down the negotiation formula this way: “Here's what I'm asking for, and here's what's in it for all of us. Make sure you tie in your ask in a way that's responsive to what the company needs.”
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3. Be strategic if the reason is because of your personal life
In many cases, you may find a business case that supports a personal preference for WFH. For example, while you may enjoy no longer having to commute, it actually gives you more free time to deal with personal matters, which can allow you to be more focused and productive during work hours.
"Think about what you really want before you make a request," says Brooks. "Then, don't make it just from your own perspective. Make it effective, not just personal convenience."
Some companies have a policy of paying their employees market rate based on where they live. That means you can expect a pay cut if you move from a high-cost-of-living area with competitive salaries to a mid-sized city with a more affordable cost of living.
Additionally, you'll have better results if you have a conversation and involve the other person's input in the decision, rather than asking them to accommodate you living elsewhere. Explain why your current job is meaningful and why you want to stay with the company, why it makes sense for your boss to keep you in a remote capacity, and what you are willing to do to make work arrangements.
If the decision to move is something that will benefit your household collectively, such as being closer to family members. Depending on your boss and manager, there may be other scenarios where it is appropriate to include a personal reason for your request.
The Columbia Law School professor, negotiation trainer for the United Nations, and author of "Ask for More" admits that he generally works with organizations that support family-friendly policies and understand not everyone is in that position.
To that end, he says, "I recommend people focus on making concrete proposals: find ways to show that you, as a flexible employee or someone working from home, can still make a tremendous impact on the company."
"Think about what you really want before you make a request," says Brooks. "Then, don't make it just from your own perspective. Make it effective, not just personal convenience."
Some companies have a policy of paying their employees market rate based on where they live. That means you can expect a pay cut if you move from a high-cost-of-living area with competitive salaries to a mid-sized city with a more affordable cost of living.
Additionally, you'll have better results if you have a conversation and involve the other person's input in the decision, rather than asking them to accommodate you living elsewhere. Explain why your current job is meaningful and why you want to stay with the company, why it makes sense for your boss to keep you in a remote capacity, and what you are willing to do to make work arrangements.
If the decision to move is something that will benefit your household collectively, such as being closer to family members. Depending on your boss and manager, there may be other scenarios where it is appropriate to include a personal reason for your request.
The Columbia Law School professor, negotiation trainer for the United Nations, and author of "Ask for More" admits that he generally works with organizations that support family-friendly policies and understand not everyone is in that position.
To that end, he says, "I recommend people focus on making concrete proposals: find ways to show that you, as a flexible employee or someone working from home, can still make a tremendous impact on the company."
Photo by Jason Strull on Unsplash
4. Use recent history as a backup so that WFH can run smoothly
With millions more workers WFH over the past few months, it will be easier to make it permanent, Fried said. Use your recent success as proof that you're committed to staying engaged as a worker, even if you no longer go to the office.
While demonstrating that you're capable of handling remote work for a few months, you also need to be sure of how you plan to remain committed, productive, and successful in your role at your company in the future, says multigenerational workplace expert Candace Steele Flippin.
"Just like any other conversation, you have to make a business case for it," says Steele Flippin. “You have to be able to ensure that you will still be responsible and responsive. If everyone goes back to the office and you stay WFH, show that you'll be just as productive."
When you want to WFH permanently, think about how you will set goals with your boss, communicate progress, and measure results. Doing this research will show you thoughts on how to make this temporary situation effective in the long run, and how it can continue to be a good thing for your boss.
While demonstrating that you're capable of handling remote work for a few months, you also need to be sure of how you plan to remain committed, productive, and successful in your role at your company in the future, says multigenerational workplace expert Candace Steele Flippin.
"Just like any other conversation, you have to make a business case for it," says Steele Flippin. “You have to be able to ensure that you will still be responsible and responsive. If everyone goes back to the office and you stay WFH, show that you'll be just as productive."
When you want to WFH permanently, think about how you will set goals with your boss, communicate progress, and measure results. Doing this research will show you thoughts on how to make this temporary situation effective in the long run, and how it can continue to be a good thing for your boss.
Photo by Chris Montgomery on Unsplash
5. Think About How Your Decision will Affect Your Team
Your own decision to work remotely will impact your coworkers, so be prepared to acknowledge that and have solutions for how to handle new challenges that may arise, says Steele Flippin.
Discuss with colleagues you interact with to consider their concerns about teams working from the office and WFH. Listen to what solutions they offer. These group conversations can empower others to take responsibility for how they want to continue working in the future, helping them take those conversations to managers and build solutions that take everyone into consideration.
“I advise people to advocate for systems over individual discretion,” Carter said. "Advocate that your entire department can work together to figure out a schedule that will work for everyone."
Acknowledging it with your manager in this way, he says: "I know this is part of a solution we'll all figure out together, and I'm here to work with the team to make sure it works for you and everyone."
Discuss with colleagues you interact with to consider their concerns about teams working from the office and WFH. Listen to what solutions they offer. These group conversations can empower others to take responsibility for how they want to continue working in the future, helping them take those conversations to managers and build solutions that take everyone into consideration.
“I advise people to advocate for systems over individual discretion,” Carter said. "Advocate that your entire department can work together to figure out a schedule that will work for everyone."
Acknowledging it with your manager in this way, he says: "I know this is part of a solution we'll all figure out together, and I'm here to work with the team to make sure it works for you and everyone."
Photo by Pauline Bernard on Unsplash
6. If You Don't Get a 'Yes' Answer Right Away
In general, "If you're worried about returning, you should have an honest conversation with your boss," says Steele Flippin. He cited a number of reasons for WFH, such as if you have no other choice but to take public transportation to get to the office if you have an underlying health condition or if you live in a household with someone who is at high risk of illness. severe pain.
Otherwise, as with any negotiation, be prepared to compromise and discuss as a starting point for further negotiations. Carter recommends you ask your boss what their concerns are, so you can find out the obstacles and address them head-on.
For example, maybe your boss is worried about having enough people in place to lead the presentation. You may come to the table indicating that you have discussed your situation with colleagues and that you know a number of people intend to remain on-site to address those issues. And, you're probably already thinking about digital solutions to be able to handle in-person meetings while you're remote.
If your boss is hesitant to make your remote situation permanent when the office reopens, you might suggest a pilot period to stay remote in the first month of the transition. If during that time you can prove, through measurable results, that you remain productive, you may be able to extend the WFH period.
Otherwise, as with any negotiation, be prepared to compromise and discuss as a starting point for further negotiations. Carter recommends you ask your boss what their concerns are, so you can find out the obstacles and address them head-on.
For example, maybe your boss is worried about having enough people in place to lead the presentation. You may come to the table indicating that you have discussed your situation with colleagues and that you know a number of people intend to remain on-site to address those issues. And, you're probably already thinking about digital solutions to be able to handle in-person meetings while you're remote.
If your boss is hesitant to make your remote situation permanent when the office reopens, you might suggest a pilot period to stay remote in the first month of the transition. If during that time you can prove, through measurable results, that you remain productive, you may be able to extend the WFH period.
