Ever wish you could work remotely? It is estimated that nearly fifty percent of all U.S. jobs are compatible with working remotely, either all or part of the time, and companies are realizing the importance of offering this option if they want to attract and retain top talent. This article will explore ways to develop a proposal to work remotely.

Working from home has been increasingly more popular and possible. According to a 2016 study by PWC, the percentage of U.S. workers that are able to work from home at least one day a week has risen 29% since 1995. Typically, smaller businesses are more likely to offer this flexibility, but larger companies are also realizing the advantages to telecommuting. If this option is something you want to discuss with management, it’s important to know how to ask.

Before approaching management about working remotely, be sure your track record warrants it. You need to show there is literally no risk involved in allowing you to work from home. Being reliable, motivated and productive while IN the office is a big factor in whether or not you will be a good candidate to allow working OUT of the office.

 Providing your employer with the benefits that telecommuting would offer your employer and not yourself, is a great way to start the conversation. Point out that research has shown that people who are permitted flexible work schedules tend to be 20-25 percent more productive than their office colleagues. In addition, companies could save on overhead costs depending on  the number of employees that work remotely. Office space can be reduced, therefore cutting costs on leases.

Be sure to have solutions to common concerns that might get brought up. If your manager holds weekly meetings and is concerned about you missing them, be prepared to explain that you will continue to attend required meetings. If checking in is a priority, discuss the several ways in which you could do that via phone, email or skype. Explain that while you may physically be out of the office, you will always be accessible unless you are with a client.

If leadership is reluctant, see if they would be willing to start with one or two days a week on a trial period. Working remotely doesn’t have to be all or nothing. Starting with one or two days a week can give your management team time to see if this type of schedule works for the company and also gives you time to prove your case that it can. If a trial period is agreed upon, make the most of it and be sure to hold yourself to the standards you laid out during the proposal.

There are benefits for both the company and employee when it comes to working remotely. Having a well-planned proposal and solutions to any possible problems is your best bet in getting your leadership team to see the rewards can be worth the risk.