Those who want to work permanently from home after the coronavirus pandemic should approach their boss with a structured plan, a labor expert has revealed.
Marko Njavro, co-founder of the online job platform FlexCareers, says that many people will continue to work from home when mandatory remote work ends, which varies from office to office.
About 92 percent of employees would continue to work from home regularly if their boss gave them the opportunity, according to a survey by HR management company EmploymentHero.
Meanwhile, 65 percent would consider working remotely permanently.
Speaking to Daily Mail Australia, Mr. Njavro said that employees should prepare a home work plan before approaching their boss.
“I would recommend writing it down for yourself, but you don’t have to provide your boss with a document about your first approach, but use it for a structured discussion and to support your case,” said Mr. Njavro.
About 92 percent of employees would continue to work from home on a regular basis if their boss gave them the opportunity (inventory)
Employees must include five points in their plan, the first of which is to have a “very clear and structured idea of the days you want to work from home and the hours you will be available to your team or customers.”
“There are many different types of flexibility available and you should approach your boss clearly,” said Mr. Njavro.
For example: “I would like to switch to working from home on Thursdays and Fridays during normal office hours.”
“If your request is to work from home all your days, you will likely have to propose a transition period, during which your business hours decrease over time until you are WFH five days a week.”
Mr Njavro said that employees still need to be flexible to be able to come to the office at important meetings.
He also said that people can use “evidence of improved productivity” in recent work from home to back up their case.
Health and safety concerns can also be used to support a homework business.
Speaking to Daily Mail Australia, Mr. Njavro (pictured) said employees should prepare a home work plan before approaching their boss
The second step of the plan is to have an ‘effective transfer’ to switch to working from home without negative consequences for colleagues.
Once the new regime has been introduced, indicate how you involve your team in your work. For example, a scheduled weekly transfer meeting on Wednesday and via a concise email on Friday, ”said Mr Njavro.
“For those who work exclusively from home, it would be something like daily or weekly video or phone calls with relevant people to check in.”
The third step is to create a calendar that communicates with colleagues and customers when you are working.
“It can’t be free for everyone when it comes to randomly changing your days and hours. You have to make it very clear when you are available what can be done with a calendar or timetable, ”said Mr Njavro.
“There are other people on the team who depend on you, so you can’t be a mysterious man or woman who casually jumps in or jumps out and doesn’t answer phone calls or emails.”
The fourth step is to document your work with a project plan, so colleagues know what you’re working on.
An example of an email signature from an NSW government official clearly showing they were available every weekday except Wednesday
Scheduling systems such as Jira, Trello, and Monday.com allow employees to clearly communicate what they are working on and continue each other’s work.
Finally, the fifth step of the ‘five-step plan’ is ‘visibility’.
“Ensure that calendars are always up to date so that your availability is easy to determine. Include working day / time details on email signature, ”said Mr. Njavro.
“If you are part of a job, make sure your agenda is visible.”
The FlexCareers co-founder provided an example of an email signature from an NSW government employee clearly showing they were available every weekday except Wednesday.
Even when offices return to normal after the COVID-19 pandemic, many workers are likely to continue working from home.
A survey of 1,200 employees by HR management company EmploymentHero found that working from home is very popular with professionals.
About 51.8 percent of employees like or enjoy working from home, 31.7 percent don’t mind or only 16.6 percent don’t like it or prefer to work at the office.
The survey also revealed employees’ annoyance at working in the office.
About 59 percent of employees don’t miss commuting, 34 percent hate distracting colleagues, and 28 percent are annoyed by sick people entering the office.
It also revealed the things people missed about working in the office; 63 percent missed being able to brainstorm with colleagues, 50 percent missed camaraderie in the office, and 36 percent missed the ease of communicating with bosses.
THE FIVE-STEP SUCCESS PLAN FOR APPLICATION TO WORK FROM HOME
- Clarity about flexibility arrangements – Many different types of flexibility are available and you should approach your boss clearly. For example: “I would like to switch to working from home on Thursdays and Fridays during normal office hours”. If your request is to work from home all your days, you will likely have to propose a transition period, in which your days at the office will decrease over time until you are WFH five days a week. Show some flexibility to be available for important customer or team meetings. With the recent / current WFH experience with COVID-19, you can use any evidence of improved productivity / results to support your case.
- Effective transfer – A clear set of actions on how you plan to transition to your new way of working without affecting your team. Once the new regime has been implemented, indicate how you will involve your team in your work. For example, a scheduled weekly transfer meeting on Wednesday and via a concise email on Friday. Topics include updates to meetings held on non-working days, such as Project Update, Management Meetings, etc. For those who work exclusively from home, it would be something along the lines of daily or weekly video or phone calls with relevant people to to check in.
- Team calendar – The key to transparency and accountability to ensure remote teams don’t have one or more people as bottlenecks. Tool for mapping known data from activities such as management meetings, etc, and deliverables such as input input, to enable successful delivery of results.
- Documentation – Apply care when using a project plan (eg Jira, Trello, Monday.com) as the central source of truth for any initiative so that any team member can pick up and make progress at any time.
- Visibility – Ensure that calendars are always up to date so that your availability is easy to determine. Include working day / time details on email signature. If you are part of a vacancy, make sure that your agenda is visible.
Source: Marko Njavro, co-founder of online job platform FlexCareers