Now that so many of us have gotten a taste of remote work, we often can’t imagine going back. Remote work means employees have the flexibility to set what time they eat their meals and exercise, less office politics, the ability to take a quick break as needed, and a lack of a commute. This often translates into increased productivity which benefits employees and employers alike.
A question we’re often asked is “should I take a remote position and hope that it stays remote?”
Our answer is that it depends. Sometimes companies are determined to get their teams back on site as quickly as possible. Others are realizing that their companies can flourish with remote employees.
If you’re hoping that a role stays remote in the future, it’s a good idea to ask the right questions to gain valuable insight during the interview process.
The good thing about interviewing now is that companies have had almost an entire year of verifiable data indicating how they have worked with their employees. Have they had success with their teams being remote? What message is leadership providing to their employees? What does leadership take into consideration when making these types of decisions?
If you’re hoping your company lets you continue to work remotely, there are a few things you can do to increase the likelihood of this.
We suggest that you demonstrate your value as quickly as possible. Getting up to speed and quickly proving your value may help you continue some form of remote work. Specifically, examples of making money, saving money, improving a process or saving time are all great ways to demonstrate your value quickly while working remotely.
Don’t forget that you can always propose an alternative option.
If you find that your new employer feels strongly about a return to the office, don’t forget that you can always offer an alternate options. For example, you can propose a hybrid model. Schools across the country have adopted various hybrid models with success, and this might work for your employer. An option could be a 2-3 schedule, with you working from home for 2 or 3 days a week, and coming into the office on the other days. Or maybe you can compromise on a schedule where you can work from home up to a certain number of days a month, and select what fits best into your schedule.
We suspect that as this becomes more normalized due to Covid changes, companies will continue be more receptive to a hybrid policy moving forward.