Performing Work for a Remote Branch - A Baby Step Towards Telecommuting
Of the many different types of telecommuting, one that gets very little attention is performing work for a remote branch of your employer. Besides being a telecommuting job in its own right, this type of assignment can serve as a wonderful bridge to a full time telecommuting arrangement.
Performing work for a remote branch may not seem like telecommuting at first. You still need to commute to you regular office to perform your work. You’ll still need to deal with work distractions and office politics. In fact, from the perspective of your boss, it won’t look like a telecommuting job at all. From the perspective of the people you are working with at the remote location however, you will have all the appearances of a telecommuter. This is where the power of this approach lies.
Successfully performing work for a remote branch might give you leverage to convince your boss that you could be an effective telecommuter. If so, then by all means go that route. But the alternative, and possibly less resistive path, is to make a case for a full time telecommuting assignment working for the boss at the remote location. After all, to them you already are an effective telecommuter. It’s much easier to argue that you will continue being successful at doing something than start being successful at something new. By appealing to the people seeing you from the perspective you hope to continue, you strengthen the case for your argument.
This is the path I took towards full time telecommuting work. It began with a remote work assignment. My local boss was happy to have found work for me since that meant that I wouldn’t be idle and using up department overhead funds. The remote group wsa happy because they found someone to perform necessary work without having to recruit and hire a new employee. Over time, they came to appreciate my work and the significantly higher efficiency that can come from a telecommuting employee. Rather than approach my local boss about the possibility of a full time telecommuting arrangement, I started by floating the idea to the manager at the remote site. My hard work and efficiency was appreciated the most there, so they were thrilled at the prospect. When I finally approached my local boss about the idea, he had two options: sign-off on it and keep me in his department or say no, in which case I’d simply transfer to the department of the remote manager.
Using your skills where they are most needed, and appreciated, benefits you as an employee and your company as a whole. If you feel that telecommuting could increase these benefits but suspect the idea will face some resistance, consider performing work for a remote branch to expand your options and strengthen your case. It worked well for me.
