As a recruiting firm our job is to identify top talent for our beauty clients. In many cases the geographic location of a client’s corporate office does not align for a candidate’s commute. We have worked with many scenarios where the company was not open to telecommuting or having an employee work remotely, however in some cases the company has been flexible for the right candidate whose communication and experience fits their structure and we have been successful in creating this transition.
The following is important to consider:
Step 1 – Performance: In order to propose this scenario to your employer, it’s important that you’re meeting or exceeding job performance expectations and that your last performance review was stellar. Your proven track-record is an important variable to share during this conversation to demonstrate the value you bring to the company and your plan to continue your success from your home office.
Step 2 – Tools/Structure: Build confidence in your employer that your productivity will remain the same.
Present tools and structure with this remote work-from-home situation as it is important for all parties to be in alignment and ensure success. Outline: the hours that you will be working, schedule weekly Skype communication for meetings, set up shared folders on Google or remote access to your company’s database, and ensure that you have the necessary resources required for your day-to-day functions (laptop, reliable internet connection, set up a landline at home).
Most employers are concerned that employees won’t have the same dedication or accountability to their job functions from home. Take initiate to develop and present structure to demonstrate your productivity while working from home. Creating daily/weekly reports to provide updates on current projects or creating share folders so work can be visible can give an employer peace of mind.
Step 3 – Expectations: Setting communication expectations is a crucial variable with both management and cross-functional teams. This can be done with conference calls, Cc’ing team members on important emails, and conducting a weekly end of week call on Fridays to be up to date on any changing priorities and review productivity. Also, depending on the management style a weekly report can help you hold your team and employer accountable.
Step 4 – Offer a trial period: Present your remote-based position as a 90-day trial or suggest starting with one/two days a week to ensure a successful set up for all parties involved.
This approach opens the door to ensure successes for everyone!
