Telecommuting has become a popular and cost efficient method of conducting work. Both employer and employee can benefit from telecommuting, though many employers still have reservations about allowing employees to work from home. In preparing a proposal to telecommute, the following questions must be addressed:
Is your position conducive to telecommuting?
Not all types of employment allow for a person to work from his or her home. A person who must speak with customers face-to-face is ill-advised to attempt to do so from home. If there are facets of your position that are telecommute-friendly and you would like to attempt telecommuting part-time, you should explain that thoroughly. If your position is one that you could carry out solely from home, you must explain each aspect of your position and exactly how you would go about telecommuting effectively.
Will you be requesting to telecommute on a short-term or permanent basis? How many days each week will you telecommute?
In your telecommuting proposal, you should outline the exact days and hours you wish to work from home. If you are requesting a short-term telecommuting opportunity, you should also explain, in detail, the length of your proposed telecommuting venture. You should also suggest a trial period in order for your employer to assess the quality and expediency of your work in your new environment. If you are able, you could also offer to work extended hours. Because you would be working from home, you may be able to offer early morning, late evening, or weekend hours, which could be of great advantage to your employer.
Can you prove to your boss that you are able to work from home?
What type of working environment do you have in your house? Do you have a private area that can be used as an office that is free from household distractions and noise? If so, your employer should know about this. You should also be willing to accept a second phone line dedicated to your home office and may even suggest accepting some office costs in order to work from home. You should also consider your work record; include any past performance reviews, peer reviews, or even any emails or notes you have received over the years, praising your work. An employer is much more likely to trust an employee who has a proven history.
What does the employer have to gain?
Some environments may have very limited office space, and removing an employee to his or her home can be of great service when this is an issue. The employer can see a cost benefit to telecommuting as well. Working from home allows a person to work even when sick or when a sick child is in the home, days that would normally be used as personal days to in-office workers. There is also the matter of retention: a happily employed, telecommuting worker is unlikely to seek work elsewhere.
What does the employer have to lose?
Employers who opt out of allowing their employees to telecommute do so when they are unable to see how telecommuting would be of benefit to them. If all of the above questions are answered effectively and thoroughly in the proposal, the employer’s mind should be set at ease. Your employer may also question whether or not you are able to carry out your job duties without constant supervision, which is why it is necessary to offer a trial period.
Once you have answered all of these questions and have committed them to paper, you should also be well prepared to discuss the proposal with your employer. You should be prepared to answer any questions he or she may have, and you should be gracious with the response you receive, whether it is positive or negative. Not all employers are ready for telework, but even if your current employer denies your proposal, you’ll have the experience of creating a telecommute proposal that may be helpful in your next job.
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