The following appeared in “I Avoided A $20K Pay Cut By Negotiating To Work Remotely” published by Forbes in July 2017. See that post here. Part of The Salary Chronicles series, this story of a woman who became her company’s first remote employee shows that some agencies are willing to work with their talent, when given the right information in a way that’s well thought out. As the story begins, our heroine feels a bit trepidatious:
Though I wanted to dismiss this idea, the more I looked at my other options I knew that it was the best one. But if I was going to ask, I needed to be sure I asked the right way.
For the next week, I brainstormed all objections my manager could have. How could I handle team communication? How could I manage employees when I never saw them? And what would need to change in order to make this arrangement work?
I put together a document outlining my plan. I thought through all of my meetings and found tools that I could use to facilitate them from afar. I knew that my manager wasn’t the final decision maker and having everything outlined in a short document would make it easier for him to share it with his boss and get buy in. Armed with my document I decided to bring this up during my weekly meeting with my manager.
I was so thrilled with the result and I honestly believe that we both got the best outcome possible. It’s been two years since I’ve started working from home and I couldn’t be happier with the situation. I’m still being challenged at work, my manager is still very supportive of the situation, and my team has grown from two to four employees. While the company still doesn’t promote remote work situations, I do know of one other employee that is now also working remotely. I feel like I may have paved the way for her.