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- Negotiating remote work
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Here’s the route for today
💼 Topic: Negotiating remote work
Scenario 1. Hidden Agenda
Scenario 2. Fairness
Scenario 3. Outright rejection
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TOPIC
Negotiating remote work
Last week, we discussed getting remote work at your job - even if it traditionally doesn’t allow it.
This week, we’ll discuss what to do if your remote request gets rejected because, let’s face it, you may get some pushback.
To recap, the scenario was this:
Michael (the employee) uses 3-5 sick days as an excuse to work from home.
He documents everything to show proof that he can get stuff done from home.
When he’s back in the office, he asks his manager for a “trial period.”
The trial is 1 or 2 days from home, and if he shows results, he gets to keep his 1 to 2 remote days.
His manager (Tom), while hesitant, ends up agreeing to the trial.
But now, let’s assume Tom refuses Michael’s remote request.
Sorry, Michael, I don’t think we can do that.
What do we do then?
For starters, you should reply with:
What would your biggest concern be with me working from home?
Asking this will get your manager to tell you exactly why.
Then, you can dig into the concern and (hopefully) convince them otherwise.
Here are 3 scenarios as to how your manager (or Tom in this case) can respond.
Scenario 1: Hidden agenda
Is this really about remote work? To be frank, it seems like you’re slowly quitting on us, Michael. Are you looking for work elsewhere?
Your response:
Not at all! To be completely honest, I love what I do. But lately, I was feeling the stress of commuting daily. I’d be lying if I said it wasn’t taking a toll on my energy.
I think remote work - even if it’s 1 or 2 days will be a huge help and allow me to show up at my best throughout the week.
Reassure them that you’re in it for the long run, but also let them know subtly that your current working conditions are unsustainable.
If you’ve set yourself up to be a valued member of the team (read step 1 of prev. post on this), then your manager will recognize the importance of keeping you.
Point 2: Fairness
If I give you remote work, then I’ll have to give it to everyone else in the office. You can’t expect me to do that, can you?
Your response:
That’s a fair point, Tom! No one should be given remote work UNLESS they prove they’re more productive at home. If anyone else in the office asks for remote work, you can give them a 1 or 2-day trial as you did with me.
If they pass it, then great, you get better results from them, it a win-win for everyone. Besides, it’s not like I’ll go around telling people this. Does that sound fair?
First, agree with them, then present the alternative solution. By making everyone who requests remote do a trial period, you’re ensuring fairness among the team.
Point 3: Outright rejection
Sorry, Michael, no can-do on remote work. I understand your point, but we have a firm policy on this, and I’ll get heat from leadership when they hear I’m giving you special treatment.
Your response:
In this case, it’s best not to push your luck.
While remote work is worth a try, I imagine there are companies with a no-nonsense approach to this.
Instead, accept that you won’t get remote work and search for other places to job hop - secretly, of course.
Bonus tip:
It’s best to ask for remote work if you’re already an established member of your team.
This means you should have been at the company for at least a year.
If you’re new to the team, asking for remote work might give you a bad image.
Then again, asking for remote work should be a low-risk move if you have genuinely good people leaders and a friendly work culture.
So, understand your power dynamics before giving this a shot!
Because, yes, office politics exists everywhere, no matter how good the place is.
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See you next Tuesday 🤝
-Michael Ly
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QUICK LINKS
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Inspiration posts I run across on LinkedIn
🔗 How to cold outreach for referrals on LinkedIn (with templates included) [read post]
🔗 7 simple scripts to ask for a salary (without sounding pushy) [read post]
🔗 A quick reminder to humanize the hiring process [read post]
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