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The pandemic changed the way we understand office work.
Employers realized that employees can be just as efficient (if not more) when working from home.
Asking for compensation for changing your work model from remote to in-office is quite reasonable.
Keirsten Greggs, founder of the recruitment consulting firm TRAP Recruiting, recommends the following script.
My commute is this long and it costs me this much money to commute.
Ive got to pay for parking or public transportation.
Would you provide me with a stipend or relocation?
Employees can also bring up work attire, which, depending on position, can be expensive.
Greggs also says that mental health and productivity are also viable reasons when asking for compensation.
Im going to be more productive.
Im going to be happier at work.
One could try negotiating more flexible deadlines or ask to participate in projects they want to.
In some cases, leaving the job might be the only choice.
She also has another suggestion a portfolio career.
That means working on projects for different employers, diversifying your source of income.
First responders, food service workers and those who work in transportation are some of those careers.
But the workers who can fulfill their duties remotely should know at least 4 conditions.
First, the working hours should be clearly stated.
They can correspond with the working hours for in-office employees or not.
Employers might offer flexibility for remote workers the chance to work when they want to.
That is as long as the number of hours adds up to a certain number per week.
The second thing to look for is what communication tools the workplace is using.
The most basic is email, the one probably every company uses.
Everyday communications are usually handled through platforms like Slack and Microsoft Teams.
Google Hangouts or Zoom can be tools for video conferences.
For easier tracking of tasks and projects, companies opt for work management apps like Monday or Asana.
For employees who work from home, companies might have to take extra steps to regulate and track productivity.
This point varies according to the job description.
Some roles might have easier-definable metrics than others.
Employers can give their workers more flexibility as long as they achieve desired results.
In other cases, companies can track the employees working time.
There are also apps for this, like Clockify or Zoomshift.
Lastly, every respectable company should have security and confidentiality policies in place.
Especially with remote work becoming so popular ever since the pandemic.
Can employees use public Wi-Fi?
Should they use a VPN?
All these points should be included.
