LinkedIn Working From Home

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By Andrew Seaman, Editor at LinkedIn News
Updated 1 day ago

Work From Home VR Driving Simulators
For people who have been working from home for most of the pandemic, they will likely be called back to their How these Online Jobs Train and assess drivers
workplaces. Some will be eager to return, but other people will want to keep working remotely. HR experts and LinkedIn from Home with our customized VR
Driving Simulators.
members offered their advice in the latest edition of #GetAhead for people who will need to ask for permission to
continue working from home. They suggest:
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• Reflecting on what you want and why.
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• Being flexible to accommodate the employer’s needs.
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• Preparing for the conversation with your manager.
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• Beginning the conversation ahead of a return to the workplace.
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• Staying connected if you’re allowed to work from home.
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What’s your advice for people who want to keep working remotely? Click here to tell us in the comments.
E D I TO R S ’ P I C K S
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1w •
How should an employee approach their manager about continuing to work from home?
While not everyone could work from home during the pandemic, many did have that opportunity. Some liked the
convenience and lack of commutes. They will likely have mixed emotions when they’re called back to their office
or workplace. If a person finds themselves among that group, HR experts and LinkedIn members are offering their
advice in the latest edition of #GetAhead about how to ask employers to stay remote. In addition to reflecting on
what they really want and being prepared to compromise, they also recommend staying connected to teammates
if they’re ultimately allowed to work from home. Read all the advice at the link below.
#WorkFromHome #RemoteWork #Careers
Get Ahead Subscribed
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What to do if you want to continue working from home

Andrew Seaman on LinkedIn • 7 min read
443 · 65 comments
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Rachel Schnalzer • 3rd+

Audience Engagement Editor at Los Angeles Times
2w •
Wish you could work from home forever? I spoke with seven experts to learn how you can (hopefully) make it
happen.
The ultimate guide to working remotely forever

latimes.com • 7 min read
158 · 18 comments
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Risa Borr • 3rd+

HR STRATEGY I TALENT ACQUISITION I RESULTS
If there has been a silver lining from the pandemic - it forced companies to transition to remote work and realizing
it WORKS! Now that virtual employment is accepted , it has opened up so many possibilities to determine how
to be most effective for your employer, in your career and personally. Here are some questions to ask yourself
before approaching your employer:
1. Evaluate if your job responsibilities were conducive to a remote atmosphere - where did it work and where did
it cause challenges?
2. Were you able to show productivity, performance or innovation improvements? What are the benefits for your
employer and colleagues?
3. Do you have a remote office space and privacy to conduct your role in a professional manner? Is your family
supportive of this set-up?
4. How can you most effectively interact with your colleagues and customers without losing out on the benefits of
in office time.
Once these questions are answered and if they tip towards fully remote or hybrid options, approach your
Invitationwith
supervisor ignored
a well thought out plan which shows the benefits remote work provides to all stakeholders Messaging 9
6/3/2021 LinkedIn
involved. Also being willing to acknowledge if there are areas where remote hinders and may not be the best 9
solution.
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As companies bring back people to their offices and workplaces, how can employees ask to stay remote?
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Brian Mioduszewski • 3rd+

Global Real Estate & Workplace Strategy Executive ➜ Expertise in Corporate Real Estate Portfolio Strategy, …
For some organizations the decision has already been publicly made that all employees are coming back to the
office for reasons like culture and collaboration, and other organizations are declaring we're just fine and stay
remote. Its a tough decision and most likely will start a new fight for keeping top talent, and luring talent away
from other organizations.
A few organizations have already tackled this issue by giving employees the choice of working however they are
most productive which doesn't typically involve picking the fully remote team vs always in the office team. Not
only will employers need to trust employees and better measure their productivity for performance allowing a
fluid work environment, but the employee also needs to acknowledge that they may need to go in to the office
from time to time when in-person face time is best, required or expected.
Being a fluid remote employee means that you shouldn't expect to be able to restrict your schedule from going to
the office. For this to truly work, an employee needs to be prepared to go to the office the next day for a meeting
if necessary, just as if they were an office employee heading to a conference room. It's productive, balanced, and is
the future of work.
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…
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Nidhi S. • 3rd+
Human Resources Professional-SPHR
A critical decision when things are opening up and employers need to strike the balance between talent retention
and company success. Of course, it is industry-specific but the leadership, managers, and HR would need to carve
out a plan to move forward together. It needs to be detailed and role-specific and they would need to adapt to
this new work culture as well.
The employee would also need to consider other details like can the contribution be quantified, will they still be
able to show visibility in their role, the ease of putting the idea there in front of leadership would not be there,
there could be role change, pay change, perks change, the work-life balance they wish to achieve may become
very bleak as the thin line soon disappears.
A company's culture plays a vital role and would answer a lot of these questions making the decision and the ask
much easier and clear.
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…
27 · 3 comments
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Tejinder Dhillon (She/Her) • 2nd

Experienced HR Professional
This pandemic has prepared both employers and employees to effectively work remote (where applicable). We
have learned to adapt and change our ways of working which has brought to light a number of concerns as well
as things desired by the work force.
We always speak to work life balance, but now we have been living it and have shown that this is something that is
attainable. My hope is that employers will continue to allow an option to work remotely, hybrid schedules (few
days from home, others in the office), and potentially flex hours (if suitable to the role of course). The flexibility
may provide some employers with an advantage in attracting top talent, and candid conversations should be had
on a go forward basis with current employees.
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…
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Al Gomes • 3rd+
Sr. Executive Recruitment Consultant
As an employee you must consider couple of factors before you try to negotiate an arrangement that works for
you, firstly the nature of your work, does it require in-person interaction or you are able to perform your duties
remotely in an efficient manner, are you more productive working in an in-person group setting versus working
remotely, lastly can your employer accommodate you working remotely or do they require your presence in-
person due to the lack of infrastructure or the nature of the business
On the other hand as an employer you must consider couple of very crucial factors before deciding on whether to
let your employee work remotely vs asking them to come in person, firstly can your business function properly &
efficiently if employee work remotely vs coming in-person to work, can you ensure a safe workplace with proper
CDC guidelines, can you afford loosing key employees if your competition offers viable alternatives, lastly you
must have a clear & meaningful dialogue with your key employees to come up with a plan that works for your
organization keeping in mind the productivity & morals of your workforce
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…
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Tiffany Hammers • 3rd+

Payroll & Billing Specialist The Townsend Corporation
It depends on the type of work. If we can do all or most of our work efficiently while remote, then why not
continue? To people like me this is a big perk. Hybrid models work for some, but again, why do that if you don't
have to? We have the technology to drastically change our work/life balance for the better. We should not only do
it, but embrace it. Think of how much this could open up the labor force to companies. You can hire a top notch
employee in DC for job that is based in Seattle. No move necessary.
With that being said, I would consider asking manager first. He/she would know whether you can handle WFH vs
office or even hybrid. Come prepared though. You want to be able to show them you can do it. Hybrid model
6/3/2021 LinkedIn
would be great for staying connected with team but we have options like Zoom and Microsoft Teams to stay 9
connected. After work get togethers?
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…
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Steve Browne, SHRM-SCP • 2nd

Chief People Officer at LaRosa's, Inc.
I think there are three factors to this new reality.
(1) Hybrid schedules and flexible work times need to become the norm when possible. Companies were forced to
"react" during the pandemic and now it's a chance for them to evolve.
(2) Some roles have to be in person due to the nature of the work people do (i.e. Hospitality, Construction,
Restaurants, Manufacturing, Healthcare, etc.) We need to remember that all roles aren't white-collar roles. We
keep having workplace discussions from a white-collar, office-based perspective. That is only one portion of the
workforce and we shouldn't be so narrow in our discussion of remote work.
(3) HR needs to practice more from an individual basis vs. a blanket/organization-wide basis. There are few people
situations/circumstances that fit every, single employee. If HR would take a more individual approach, then you
can evaluate requests as well as keep the needs of the company in mind. Stop the "one size fits all" approach.
In response to
…
184 · 15 comments
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Deborah Hodson • 3rd+

Executive coaching for leaders in nonprofit and higher education. Former Isaacson, Miller Partner. Certified …
Many office spaces will become smaller with more flexible options for people coming and going. Capability with
virtual meetings has grown and some have adapted well to the home setting, while for others it’s untenable.
Business opportunities have changed. Communications will be key, on an ongoing basis over time, as to what
arrangements benefit all concerned and the mission and work being undertaken by the organization. For the
employee it’s individual and personal, circumstances and needs vary hugely, especially as the pandemic impacts
fade. We have changed. Advocacy is at the core: can you make a compelling case, will you advocate for what you
need, for the conditions that enable your best outcomes? Who else among your colleagues feels the same way? It
may be a negotiation requiring some creative concessions or innovations from all parties, and adaptations may be
gradual. If that advocacy is falling on deaf ears though, it could be time to consider a change.
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Liam May (He/Him) • 3rd+ Home My Network Jobs Messaging Notifications Me Work Lear
Advisor, HR Shared Services Technology at CVS Health
I'm a huge advocate towards the working remote strategy. Work-life balance has always been a hot topic pre-
pandemic and the one blessing for me from all this disruption and chaos has been finding that better balance.
I think a strategy that speaks to both sides is best moving forward. Allowing those who are working remotely to
continue should they wish while also allowing those who want to return to the office to do so.
Either way, none of these strategies should be forced upon the employee. I think I can speak for us all when I say
we've all been dealing with a lot recently.
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…
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Tyrena Jones, PHR • 3rd+

HR Strategist/Compliance Implementer/All around People Guru
Part of the ask should consist of examples on how they can continue to be high performing employees with little
to no negative impact to their work and team. Being honest and forthcoming about concerns they may have is
also important.
Company culture is key. If the company is one that has a strong emphasis on in-person collaboration or is more
traditional in how it views the workforce it may be a harder sell.
Employees should be ready to offer up increased transparency into their daily functions to establish trust.
The employee will need to be intentional with their interactions to ensure they aren’t left out. They should make it
a point to have more touch points or create spaces where virtual collaboration remains a part of their day to day.
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6/3/2021 LinkedIn

Home My Network Jobs Messaging Notifications Me Work Lear

Ontario students to finish online

Tech firm to bring Calgary 1k jobs

Air Canada gives execs $10M in bonuses

BC gets a new minimum wage

Becoming a WFH warrior Promoted

By Andrew Seaman, Editor at LinkedIn News

Updated 1 day ago

Learn more Learn more

LinkedIn News Follow

#WorkFromHome #RemoteWork #Careers

Get Ahead Subscribed

Invitation ignored Messaging 9

Home My Network Jobs Messaging Notifications Me Work Lear

What to do if you want to continue working from home

Like Comment Share Send

Rachel Schnalzer • 3rd+

The ultimate guide to working remotely forever

Like Comment Share Send

Risa Borr • 3rd+

LinkedIn News’ post

Brian Mioduszewski • 3rd+

LinkedIn News’ post

LinkedIn News’ post

Tejinder Dhillon (She/Her) • 2nd

LinkedIn News’ post

LinkedIn News’ post

Tiffany Hammers • 3rd+

LinkedIn News’ post

Steve Browne, SHRM-SCP • 2nd

I think there are three factors to this new reality.

LinkedIn News’ post

Deborah Hodson • 3rd+

LinkedIn News’ post

LinkedIn News’ post

Tyrena Jones, PHR • 3rd+

LinkedIn News’ post

Invitation ignored Messaging 9

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