Are You Ready to Work Remotely?

With the modern re-envisioned workplace, including remote workers as standard practice, there is significant discussion about employers being ready for remote workers. Often, the other side of the equation is being ignored. Are workers ready to go fully remote?

“Of course I am!” the prospective employee scoffs. The remote work needs are obvious to any applicant. Remote workers simply need a stable internet connection, headphones (yes, truly, it cuts out ambient feedback), and a computer with a camera for the endless amount of Zoom and Teams meetings they will endure.

Another given is a quiet area, the need for which has been highlighted by multiple viral video clips of workers whose child, roommate, or significant other streaks through the background of the office Zoom meeting. Of course, this could be a fully outfitted office with a desk and a closing door, but it doesn’t have to be. Any niche, alcove, or closet may work if you can pull a curtain to help dampen the noise or hide background distractions during those work calls.

Unfortunately, that’s not all one needs to be ready for remote work. Yes, those basic items are key, but remote work also necessitates a significant mindset shift for any prospective worker, especially if this is your first remote post. For an employee accustomed to being in an office environment with constant supervision, remote work can be a jarring surprise. Being out of that environment means that an employee must rely on self-direction and encouragement rather than the nearest supervisor or colleague. And it can be lonely without the coffee pot to gather around in the mornings.

Knowing all of that, if you’re ready for remote work, it’s time to start applying for remote positions. I’ve pieced together some topics and considerations to clarify with yourself and a prospective employer during the interview and hiring process. This will, hopefully, ensure you get the perfect employment fit for your needs.

Is the Schedule Flexible?
There’s flexible and then ‘flexible.’ Some employers will tell you that they have flexible scheduling, as long as it happens within normal business hours. Some employers will ask you to be synchronous with others in your department. Some employers will expect “core hours,” like a block of time from 10 a.m. to 2 p.m, where everyone is available and then allow flexibility outside of those hours.
As a caregiver, I often work at odd hours. Some days, my mornings are full of my husband’s doctor appointments, and then I may answer emails at 9 p.m. or 3 a.m. depending on how those appointments went. Truthfully, there are times I am more productive at 3 a.m., but if my employer needs me available every morning at 10 a.m., this may not be feasible.

Think carefully about the schedule you need. Then ensure this meets with your prospective employer”s expectations. Establish these mutual scheduling needs early, even during the interview or hiring process, to ensure the employment is a good fit and onboarding goes smoothly.

Are There Times of Non-Remote Work Required?
Even positions advertised as fully remote may require employees to be on-site for events, training, conventions, or other functions. Clarify this with a prospective employer early in the process, even during the ‘questions’ section of the interview. Are the prospective employer’s requirements amenable to your schedule and circumstances? If an employer requires remote workers to join them for conventions three weeks of the year, do your circumstances allow that?

For instance, I have five children, four requiring daily commuting to and from school. If I have required events for two weeks each year, that both fall during the school year, I must find a reliable driver to cover for me. And, having a backup plan if that first driver cancels at the last minute is a must!

Whatever the employer’s expectations are, make sure they are feasible for you as you interview. You will also want to know if the company covers expenses relevant to those in-person events. Knowing how that coverage happens, whether it is an upfront company purchase or personal reimbursement, will also be key to planning.

Does Productivity or Presenteeism Reign at the Employer?
This may sound like an odd question, but it is a significant one. Some employers are very conscientious of whether or not their employees are present, even remote workers. Screen monitoring or mouse monitoring have been used to ensure remote workers are working during their expected scheduled times. Others will gauge a remote worker’s productivity over being physically present at their remote workstations. Productivity may be weighed through project management software, job reviews, team meetings, or other means. You need to ensure the employer you interview with offers the environment you are most comfortable in.

“How do I know?” you might ask. During the interview and hiring process you could ask about the company’s policy on screen or mouse monitoring. Clarify what applications are being used to help teams manage projects across multiple locations and to log work hours. As a prospective employee, you can also ask the process to assess remote workers for job reviews. How are those reviews conducted? Are key performance indicators being used to assess productivity and quality of work? Getting this feedback will help you assess the overall work environment.

What Value Does the Employer Put On Their Remote Workers?
Some employers treat their remote employees as full members of the team. Those employers tend to be forward thinking and understand that the employer/employee status quo shifted dramatically in the last few years to include remote workers. Other employers are still stuck in the mindset that remote work is something which is less productive or forced by circumstance. Be sure to ask questions to determine what value the prospective employer puts on remote workers, especially as you are looking at joining them.

Many forward-thinking employers have now hired managers or vice presidents to support remote workers. Does the company you are interviewing with have one? What does the reporting structure look like for those working off-site? Does the company offer professional training to further remote employees” careers? Are there advancement opportunities for those working remotely? All of these items will let an interviewee know how much an employer values their remote workers.

Does the Employer Foster Camaraderie Among Remote Workers?
This is my last piece of advice for anyone looking to join the remote workforce. Make sure the company culture is one that meshes with your expectations. For me, one thing that stands out is when a company actively integrates their remote workers by offering ways to build camaraderie across all workers. Ideal intentional communication strategies with remote employees include weekly all-staff meetings and separate weekly team meetings. Instant team communications through employer-hosted apps like Slack or Discord are exceedingly helpful. I’ve seen companies offer virtual coffee meetings among remote teams in an effort to foster employee relations. A business may also encourage virtual face-to-face conversations above telephone conversations when possible to encourage camaraderie.

Of course, you may not want that in your next position or, you may want to ask if the company would mind you starting some of those communication strategies. Whatever your company culture expectation is — make sure it meshes with your next employer.

A Remote Career
Remote work is becoming a regular part of the U.S., if not global, workspace. Employers are shifting their policies, procedures, and mindset to meet the new status quo of including remote workers as an integral part of today’s workplace. Potential remote employees also need to shift their mindset and expectations for these positions to achieve their full potential. No longer are the structural basics enough for remote employment. Make sure your expectations and your mindset are ready to make this not just a remote position, but a remote career.