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Six months ago, the world's economic and labor markets were in a state of ambiguity. The back to the office movement's momentum increased after Covid's Delta wave receded. Major companies announced plans to "return to the office," and the Covid precautions planned to make it happen, such as vaccination requirements or weekly testing. Green Light.
Wait! Not so fast! Just as back-to-the-office seemed to be inevitable for the majority of American workers, Omicron swept across the globe with alarming speed and consequences. Businesses postponed their return dates to "explore their options." Discussions about hybrid work models as permanent solutions took center stage. Whatever the circumstances, nobody was returning to the office. Red Light.
Fast forward to March 2022. There is once again cautious optimism that Covid's impact on "Work" with a capital "W" peaked with Omicron. Like Delta, Omicron receded, and related illness and hospitalizations recently plummeted. Unlike Delta, we now have vaccines and therapeutics that (fingers crossed) should force Covid into an endemic phase and limit its role in shaping our economic future. The pendulum swings, and what was once ambiguous seems clear. It's time to return to all-hands-on-deck. Green Light.
Here is the dilemma. Many professionals directed to return to the office want to work from home or, in a minority of cases, do not want to comply with new work requirements (read: get vaccinated). If you are one of the professionals, what do you do? Do you return to the office or forge a new path? Red Light.
Step 1: Assess your current job. Nobody needs to be told to leave a job they do not like or is a dead end. If you're discontent at your job, the work from home vs. going back to the office debate is an opportunity to jump to a position more suited to your desires. However, you may be comfortable at your current job – just more comfortable doing it from home. The decision to bounce isn't as easy. Make an honest assessment of your current job. Do you really like it? Do you have a future there? Is this the job from which you're going to build a long-term career? Consider the advantages and perks you have (and may have to sacrifice) and weigh them against the benefits of working remotely. If you decide you're committed to WFH, get the hell out of Dodge.
Step 2: Is the writing on the office wall? If you are confronted by an employer ultimatum to "return to the office under our conditions or hit the road, Jack," you may have to accept the writing on the wall. Sometimes your days are numbered, your position is weighed and found wanting, and your future divided. Dust off the resume and start writing your next chapter. However, do not make assumptions. Talk to your supervisor and/or human resources and find out if returning to the office is an intractable policy or if there is room to negotiate more favorable terms.
Step 3: Does working from home advance or inhibit your long-term career plan? Think beyond the here and now. The pandemic proved you work remotely at the same level as in the office, and that a different kind of work-life balance is possible. However, the jury is still out on the long-term effects of the office diaspora. You may have a Lone Ranger role tailored to work from home in which you thrive, but many jobs are collaborative, and working from home has a greater impact. Consider the visibility you have in the office. A major issue for remote workers is "out of sight, out of mind." Your absence may act as a professional riptide, slowly and silently pulling you further and further away from the inner workings of your company until you can't be seen at all. The results of collaborative work may be more effective and rewarding when all the participants are in the room. Since everyone's circumstances are different, only you can determine whether you should stay or go.
Step 4: Determine what you want and what you'll take. If you've reached Step 4, chances are you want to stay at your current job, work from home, and have credible information that your company's return to the office policy is negotiable. Now, what are you willing to accept? Negotiations are typically give-and-take. If you're not getting your ideal terms (e.g., full virtual remote), you should consider what you are willing to take (e.g., hybrid). What are your parameters? Figure out your deal breakers and where you're willing to compromise.
Step 5: What is your bargaining position? Do you have any bargaining power? Let's face it. If you're in the C-Suite, you have more bargaining power than the last person hired to answer the phone (even though you can answer the phone from anywhere). Do you have the metrics to prove you've been a top performer while working from home? What are your competitors' office policies? The greater your options, the greater your bargaining position. Do you have the money to walk away without serious financial consequences? Your bargaining position just increased. Many other factors may tip the balance one way or another. Determine your bargaining position and go in with confidence. Good luck!
Finally, remember that Covid is a continuously evolving situation. Six months from now, we may be playing the same game.
Philip Roufail contributed to this article.
Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.
