Working-from-home entitlements have historically only been afforded to senior-level executives and company top performers. Lower-level executives had rarely bothered to negotiate working from home with their employer. As the pandemic struck, businesses worldwide had no choice but to enforce working-from-home rules for every employee within the business.
Although lockdowns have ended, priorities of work-life balance have remained. More and more, skilled professionals are adding hybrid or fully-remote working entitlements as their pre-requisite for employment.
How working life has changed since covid
Prior to the pandemic, the rate at which Australian workers were working from home was increasing by about one percentage point every two years. Come August 2021, the figure had climbed by 8.4% to 40.6%. Around two-thirds of those working from home were managers and professionals.
The data from New Zealand looks a little different. One report from the New Zealand Journal of Employment Relations found that the pandemic resulted in an estimated 29% of workers conducting full-time work from home.
Why do people want to work from home more?
There is little wonder why more and more professionals wish to work from home; aside from added flexibility and the promise of increased productivity, many argue working from home gives them more time back in their day to do the things they love. For example, take a fitness class, pick their kids up from school or do the grocery run during their lunch hour. They can manage their time more effectively and live a more balanced life.
One study conducted by Cisco in early 2022 found that the ability to work from anywhere has made 8 out of 10 New Zealand professionals happier. Over 60% say their productivity has increased, and almost 80% claim to save money, with an average annual savings estimate of $13,000.
Why do managers fear the great working-from-home revolution?
There are pros and cons to a remote or hybrid working plan. For one, the impact virtual meetings have on collaboration means working together to solve problems, and on projects collectively can be more difficult.
Some managers with traditional views believe working out of the office inhibits productivity, even though all signs point to the opposite. They think not having their teams at arm’s length means they have less control over them or can’t keep tabs on them (yes, I’m talking about the micromanagers).
The problem with these views is that the focus moves away from results to the quantity of time spent at a desk. As long as they can see their teams physically in front of them 40 hours a week, they appear to be getting their work done, according to some managers. This just isn’t the case.
How to negotiate working from home with your employer
If you work, or have recently been offered a role at a company that does not offer remote working conditions with their employees, and you wish to change that, then your first port of call is to build a case for it.
1. Outline how working from home will benefit you and the company
Your first step in working out how to negotiate working from home with your employer: creating a mutually beneficial plan for both employer and employee?
Document how allowing you or a number of staff members to work from home will benefit them. They’d be able to reduce in-office costs (electricity, facilities, space etc.), there would be improvements in their employees’ mental health, and staff will be more inclined to work extra hours in the time they save commuting to and from work.
Then outline how you will specifically benefit from working from home. Will you be more productive? Would you be willing to start earlier due to the lack of commute? How will your mental health benefit?
Document these benefits clearly and present them to your manager as part of your proposal.
2. Present the evidence
Countless online studies address the benefits of working from home for employees. When putting together a proposal, strengthen your case by outlining the evidence. Some great resources include stats.nz, PWC and Statista.
3. Explain clearly how your home office will be set up
Managers don’t want to hear their employees are hunched over a 15-inch laptop at their dining table, surrounded by baskets of washing and screaming children. This environment isn’t productive for anyone.
Make sure they know exactly how you plan on setting up your office. Ensure that you have a dedicated desk in a quiet space with a fixed monitor, keyboard and mouse. The area will be away from the distractions of everyday life and structured with ergonomics in mind.
Paint as clear a picture as possible when describing your proposed office set-up to your employer can visualise how you plan to maintain productivity.
4. Outline how you propose maintaining clear and consistent communication with all employees throughout the day.
Historically, employers have dismissed working-from-home plans as companies didn’t have the means to ensure their employees could communicate with the teams effectively.
Today, corporate messaging and project management platforms like Slack and Asana make for seamless employee collaboration and communication. Both are very effective forms of communication. However, many managers will be hesitant to implement them company-wide if you’re the only employee in the company who will be working from home. Standard email communication between employees may be the most effective option if this is the case.
To give your manager the confidence that you’ll be productive at home, make a promise to issue them a list of all the projects you’re working on at the conclusion of the working day. Clearly define what you achieved that day, what you’re having trouble or need assistance with, what projects you plan to work on for the remainder of the week, and so on.
5. Suggest a trial of the new remote or hybrid set-up
To prove that the concept of working from home will be advantageous for all employees involved, suggest a one-month trial in your new proposed environment.
During this month, document every area you believe works and those that need improvement. Acknowledge the wins and address the losses. For instance, one advantage might be that you can start earlier (and you’re happy to do so), but you find communication methods are stilted or need work. What’s the solution for this?
At the end of the month, present your findings to the management team and offer solutions for the areas that have been negatively affected.
6. Present your proposal in a clearly documented format
Create a proposal, either in written format or as a presentation, clearly outlining every aspect of your proposed solution. This will give your manager ample chance to voice any concerns they might have in a space where you can respond, clarify and set their mind at ease.
Finally, clearly outline the terms of the agreement in a written document and have each party sign it. That way, everyone is clear on expectations.
At ANZPEO, we help international businesses hire remote permanent professionals in New Zealand without them having to establish a local entity. Our co-employed workers are given the tools they need to conduct work in a safe, secure and effective home environment. They are supported with round-the-clock support from our dedicated in-house human resources team. Please speak to our team today about how to hire remote workers in New Zealand.
