Unusual employee benefits are becoming more popular as a way for companies to attract top executive talent. Benefits like dry cleaning services, daycare centers, pet insurance, free meals, and gym memberships demonstrate how companies are willing to go above and beyond for their employees. Furthermore, benefits that keep employees happy and healthy outside of work translate to better performance at work.
One example of these unique benefits is remote work privilege, where employees can spend time doing their job functions away from the physical office. It’s a trend that’s catching on: 43% of workers said they spend at least some time working remotely.
As an executive looking to incorporate remote work in a current position, or negotiate for remote work in a new one, you have some compelling statistics on your side.
WHY REMOTE WORK MAKES FOR BETTER EMPLOYEES
While it may seem appealing to work from the comfort of your couch, there are other compelling reasons remote work is catching on:
- It reduces stress. Fifty-three percent of remote workers report feeling less stressed, and 44% have a more positive attitude.
- Remote employees are more productive. More than 2/3 of employers say that their remote employees experience increased productivity.
- Employees love it. Among people who work remote, 90% of them intend to continue doing so for the remainder of their careers.
Ready to negotiate for remote work in your current position or next job offer? There are a few tips you’ll want to keep in mind.
HOW TO NEGOTIATE FOR REMOTE WORK PRIVILEGES
Some employers may be hesitant to let employees—especially in leadership roles—work remotely, so there are convincing tactics you can use:
- Share the research. Show some of the stats listed above to prove that employers who allow for remote work have happier and more productive employees. And, the more productive and positive executives are, the better off their teams will be.
- Make a communication plan. Employers may be concerned that communication with those who report to you will be stifled if you’re not in the office. Stave off worries by creating a communication plan that involves sharing your calendar with your team members so they know when you’ll be remote, setting up phone or video calls to keep projects moving, and being transparent about what you’re working on while remote.
- Propose a trial period. Suggest a few weeks or months of a remote-work setup as a troubleshooting or trial period, with a meeting at the end of the agreed-upon time period to talk about how it’s going and if you should continue.
With the right plan in place, you should have no trouble customizing your position to allow for remote work.
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