Four Things to Consider Before Asking to Continue Working Remotely

COVID-19 has shown us that about a third of jobs are good candidates for a Flexible Work Arrangement (FWA). Organizations that have traditionally been against FWA have had to change to an all-remote operation in a matter of days. Some are even making the move permanent.

Now, as the world cautiously re-opens and workplaces slowly begin returning to the office in new ways, you may be looking for ways in which you can continue working flexibly.

Whether or not you can continue working flexibly depends on many factors, so before you broach the subject, there are some key considerations that you need to assess:

If there are already challenges in communication, an FWA can exacerbate disconnection. For example, if your manager doesn’t already understand your career goals, then being off-site may create further problems because separation requires strong communication channels. So, assess the quality of your communication with both your team members and your supervisor. Do you already have strong communication processes such as consistent ones-on-ones? Is there current alignment on your work and project goals? Do you find that you are currently well supported?

If you have been struggling with your performance, your supervisor will be less inclined to approve an FWA. In spite of almost a decade of research confirming how FWAs increase productivity and performance, one of the major fears around FWA centers on performance and productivity. Since organizations often look at FWA as a benefit, they are not inclined to “reward” borderline performance with such an incentive. Organizations generally assume that if you have performance challenges within a highly structured environment, these issues will be compounded by an FWA-and they are often correct. Even if you have consistently strong performance, you may still have to prove that it will remain consistent within a FWA.

Trust is foundational for any work arrangement’s success and a necessary precursor to advocating for a FWA. Having strong, trusting relationships with both your supervisor and your team ensures support in a FWA. In the absence of trust, people are less willing to take risks and, unfortunately, FWA can be seen as a risk. In contrast, research shows that trusting relationships in the workplace are a performance multiplier that engenders more collaboration, accountability, and information sharing. These questions will help you assess the levels of trust on your team and with your manager: Are your co-workers and manager transparent in sharing critical information with you? Do you find that they believe in your capabilities, character, and integrity? Will they look out for your best interests? Do you feel that you have advocates who will put your name in the hat for new opportunities?

If you are an independent, passionate worker, then you may be a great candidate for a permanent FWA. Although remote work may have seemed like a great option when everybody on your team was doing it, continuing autonomously while others return to work requires another level of self-management. Networking and getting face-time with senior leadership is not an organic endeavor when in an FWA; you must intentionally create these opportunities that are critical for advancement. When advocating for FWA, assess your own levels of motivation because you will need determination and drive to navigate some of the long-term challenges of FWA. Some considerations: Are you motivated to work without high levels of supervision and input? Can you meet deadlines without much structure? Do you have high emotional intelligence and communication skills to build effective relationships remotely? Do you feel comfortable reaching out to people you don’t know well? Are you good at making boundaries between work and home life? Can you manage feelings of social isolation? Do you feel comfortable discussing opportunities for advancement with your manager?

Ultimately, advocating for a permanent FWA requires serious reflection on the strengths and limitations of your current work life. Doing so will help you define the pillars of your business case to advocate for an FWA.

If you need support to engage your remote workforce, create an inclusive environment and cultivate an inclusive culture not only to solve for today’s needs but to succeed in the future, let’s connect and discuss how Eskalera can help.

Originally published at https://eskalera.com on May 27, 2020.