Remote work has evolved from a temporary solution to a long-term option. Here’s how to secure a permanent work-from-home arrangement with your employer.

Cheryl Cran, a future of work expert, foresaw a shift toward remote work a decade ago. With technology making work accessible anytime, anywhere, millennials and Gen Zs were already opting for flexibility over traditional office settings. The high costs of conventional business models seemed less viable.

The COVID-19 pandemic significantly accelerated this transition. According to Liam Martin, CMO of a leading remote work organization, “40% of U.S. workers are now remote, up from just 5% in 2018. This shift marks a major transformation in workplace dynamics. Those who don’t adapt to remote work will risk falling behind.”

However, many employees who have always worked in offices still struggle with this change. Yet, in recent months, 76% of remote workers report increased happiness, primarily due to eliminated commutes, reduced office politics, and improved work-life balance.

Employers can now assess performance differently. “New technology allows us to track results,” says Cran. “We’re seeing a shift in performance evaluation methods, incorporating external reviews to gauge effectiveness.”

Productivity is likely to increase. Martin notes, “Remote-first companies often see a 30% boost in productivity compared to traditional setups.”

Many employees are questioning why they should return to offices when they’ve been successful working remotely. Employers are also reconsidering the need for physical offices, given the improved performance from remote setups.

If you believe remote work suits you, but it's not officially offered, here’s how to approach the conversation.

COLLECT AND PRESENT EVIDENCE

“Prepare data showcasing your remote performance,” advises Cran. “Track your daily metrics, such as call volume and customer satisfaction rates. Gather feedback from colleagues and clients. Consider sending out a survey to collect their insights.”

Once you’ve compiled your data, arrange a virtual meeting with your supervisor. You might say, “I’ve analyzed my performance before and after the pandemic. Here’s what I found: I’m happier and more productive, and my results reflect that. Additionally, I’m saving the company expenses related to office use and travel.”

Have a clear plan for how you intend to maintain your success while working from home, emphasizing the value you bring to the organization.

Shift the focus away from personal desires. “Avoid making it solely about your needs,” warns Cran. “Highlight how this arrangement benefits your manager.” For instance, working remotely demonstrates your independence and self-motivation.

SUGGEST A TRIAL PERIOD

To persuade your employer about the benefits of remote work, propose a trial phase, recommends Martin. “Building trust between employer and employee is crucial. Suggest, ‘I’ll work remotely for a month. Let’s set measurable goals together and evaluate the results afterward.’”

Employers often worry about remote employees being less productive. “You need to reassure them of your commitment to meeting targets and maintaining communication,” Martin adds.

Employers are investing in trust by allowing remote work. “You must demonstrate that this is the right fit for you and that you can deliver the agreed-upon results.”