A few weeks ago, a friend and I grabbed coffee on the Upper East Side. It was a cool, glorious day, so I asked her if she wanted to take our to-go orders and wander around Central Park.
Sure, she said, but can we go south along Pesta? She had to swipe her work badge at Midtown HQ to show up to her company’s office requirements three times a week — and then hop on the N/R train straight home for in Astoria.
A few years into hybrid work schedules, my friend isn’t the only one getting creative with fringe company policies. And with news recently breaking that Amazon is asking all of its worker bees to return to the office, remote and hybrid workers of all stripes are starting to get a little nervous that the back-to-office calls will also come down to their inbox. .
Next, experts share their best strategies for overcoming chair-post tenures.
Prod for areas of flexibility
This advice comes from Joshua Bienstock, JD, LLM, an associate professor in the Department of Human Resource Management at New York Tech, who has been an employment and labor attorney for 30 years.
First, you’ll want to make sure you understand your company’s hybrid work policy. “Some tenures may have built-in flexibility, such as the option to alternate days in the office or work from home for specific reasons,” Bienstock said.
Next, you’ll want to talk to your manager. Engage in an honest dialogue about policy flexibility, Bienstock advised. “Some managers may be more lenient or open to individual agreements,” he said.
Dr. Kyle Elliott, MPA, EdD, tech career coach at CaffeinatedKyle.com, based in Santa Barbara, Calif., agreed that some employees are bypassing strict back-to-the-office mandates by gaining the buy-in of their one-on-one manager to work with. full-time remotely.
Of course, it can be difficult to get a so-called “silent hybrid” work schedule if your boss is strictly careful. Be aware that this practice can “leave other employees angry if their manager is less flexible,” says Elliott, so keep your manager’s (very polite) accommodations a secret from your coworkers.
Justify your request
Kraig Kleeman, founder and CEO of New Workforce, a global remote talent agency, likes to call this convincing “by numbers, not by comfort.”
“When you ask to continue working from home, it’s not enough to say, ‘I prefer this.’ You have to explain why it’s a good thing for you and the business,” Kleeman said, noting possible examples that could cite, such as increased productivity and faster meeting deadlines. “Tell your boss how the company benefits, not just you. This will significantly strengthen your argument,” Kleeman said.
Appeal to your employer’s core interest, echoed Bienstock. “For example, if you are a key or indispensable member of the team and the employer is faced with the choice of leaving you, they may bend the rules to keep a valued employee,” he said. “Don’t make ultimatums, but point out that it may be impossible to stay in the organization without their flexibility.”
Like Kleeman, Bienstock emphasized the importance of sharing specific examples. “If your job involves travel or expenses that can be reduced by working remotely, present that as a potential benefit to the company,” he said.
Touch base with HR
Are you dealing with health problems? “If you have a good reason to work from home, don’t hesitate to speak up,” Kleeman said. “Get a note from a doctor or therapist explaining that working from home is better for your mental health.”
With some health conditions, you may be able to request a reasonable accommodation under the Americans with Disabilities Act. However, “your employer may or may not honor the request depending on the request, your job function and whether it creates an undue hardship for your employer,” he said, adding that mental health conditions, including anxiety and depression , may qualify under the ADA.
If you have personal reasons (such as childcare or childcare) that justify working remotely, this may also merit a discussion with HR.
Join or build a coalition at your firm
Finding like-minded colleagues can be another way to get more WFH privileges, Bienstock offered. “You may not be the only one who prefers remote work more. By building a coalition with others, you can make a stronger collective case to manage benefits,” he said.
Be prepared to compromise
“Try to meet [management] halfway, – said Bienstock. “Maybe suggest working from home a few days a week. People appreciate when you’re willing to compromise and that increases your chances of getting what you want,” he added.
Offer a trial period
The company may be more likely to grant your request if you can show how it is beneficial to all parties. “This approach allows management to see the benefits without committing to long-term change,” Bienstock said.
Maximize office days
“When you’re in the office, focus on activities that benefit most from face-to-face interaction, such as meetings, brainstorming sessions, or team-building activities,” Bienstock said. “If you maximize your time in the office, you can strengthen your case for telecommuting on other days.”
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