Make the business case to continue working from home
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Make the business case to continue working from home

May 07, 2021 · 2 min read

Working from home used to be the exception, but now it’s the norm. Yet, even after many firms were forced to close their offices because of COVID and facing telecommuting head on, many firms and companies still may not be comfortable with this type of work in the long term.

If you want to make the business case for continuing to work remotely, use this guide to address some common requirements.

It’s a privilege

Though some employees have hated telecommuting, before COVID working from home was a perk that wasn’t given out at random. Instead, employees had to meet certain guidelines.

However, the greater issue is related to trust. This benefits both sides. To employees, this means the company trusts its telecommuters to work on their own. To employees, this sends a clear signal that they have huge value to the company.

If making a case to continue to work at home, your boss needs to know that you’ll be pulling your weight and producing quality work. Gather examples of where you’ve excelled that you can share with your boss.

Understand the guidelines

A lot of companies and firms weren’t equipped to send employees home in March 2020. Now that we understand what telecommuting looks like, it should be crystal clear what companies expect and require from telecommuters.

Aside from company requirements, federal law—watched over by the Occupational Safety and Health Administration (OSHA)—dictates many of these rules for us. Companies that have Human Resource departments will have these requirements on file. But smaller firms and businesses may not have specific policies. Use our flexible work arrangement guide if your firm or company doesn’t have a policy.

Agree upon a schedule

Depending on the employer and the trust built up with the company, most employees who work remotely have the freedom to make their own schedule—as long as the work gets done.

For example, if you’re not a “morning person,” you might put in an 11:00 am – 9:00 pm day instead of the traditional 9-5. But don’t adjust your schedule without consulting your boss. You want to make sure your management team is comfortable with and aware of your schedule.

Remain visible

You’re responsible for being seen by your supervisors so they recognize your talents. Don’t be out-of-sight, out-of-mind. Make an effort to highlight your recent successes when you have a one-on-one with your boss or take a lead.

Working from home is not your ticket to working alone. It is important that supervisors see your talents and respect them for you to be successful.

Flexibility is important

Control of your own work hours and visibility are important, but so is the commitment you made to your organization when you were hired. When a last-minute meeting or event pops up and you must be in the office, you can’t really tell your supervisor that this is your day to work from home. You must not only put in the hours required to do your job, but also be on-site or even elsewhere in the field if you need to be in a particular location.

But communication is king

As with most things, communication is vital. Things happen to everyone—the power goes out or your kid misses the bus. When you’re in the office, it’s easy to pop into your boss’ office to apologize. When you’re at home, don’t forget to let your boss know what’s going on. Asking your boss ahead of time what’s the preferred way to contact them in these circumstances will eliminate the panic in the moment.


This article is brought to you by the AICPA Diversity & Inclusion Team. For inquiries about this or other D&I topics, contact Diversity@aicpa.org.

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