More Australians want to work overseas – here’s how to do it

Australian workers are making demands and there’s one “radical” thing at the top of their list. And if bosses want “hot talent” they will need to submit.

Getting to work is so much harder in winter. Leaving a warm bed to battle through yet another rainy morning to jostle for a seat on the train (which may or may not be on time) is no one’s idea of fun. It’s no wonder you’ve been dreaming about a tropical island getaway, or a tree change to a rural idyll.

But what if it wasn’t a dream? What if you could get away for an extended period of time, while still paying the bills and excelling in your career? Wouldn’t you prefer to be working from a beachside villa in Bali at a fraction of the cost of metropolitan living?

The unexpected upside of the pandemic is that, for workers, this could be a reality. Enter the “digital nomad”.

Work-from-home, hybrid and office-based workers alike are embracing the concept of ‘radical flexibility’; the ability to choose where and when they work (as well as for how long, on what and with whom).

Many Aussie with office jobs want to be able to work from anywhere in the world. Picture: iStock

According to global research company Gartner, 65 per cent of workers are reconsidering the place work should have in their lives post-pandemic. When combined with the finding that 73 per cent of professionals consider where they work to be essential to job satisfaction, it’s clear we are at the start of a ‘work anywhere’ revolution.

But are companies willing to get on board? Those looking for the hottest talent will have to. The ABS has reported a 47 per cent increase in job openings in Australia over the past year and a 16 per cent increase in turnover, meaning the current job market is firmly weighted in the favour of employees.

In this environment, companies need to seriously consider how they can attract candidates, and employers who are willing to endorse the digital nomads trend will be ahead of the pack. In the near future, Gartner predicts 5 per cent of companies will adopt a borderless model, and it is within this group that you’ll see the very best candidates.

Being on the road while working is appealing to many people. Picture: iStock

While most companies will put borderless work in the ‘too hard’ basket, organisations have much to gain. If you want your lunch break to be less stale sushi and more sunbathing in Seminyak, here’s how to make it impossible for your boss to say no.

Start an open dialogue

Tell your boss or HR manager exactly how you want your work arrangement to look and why, in a way that is honest and respectful. True flexibility hinges on the core value of trust – trust that employees are working to support the company’s interest, and that employers are judging them on the value of their output.

Ensure you are well-prepared regarding how your proposed working arrangement will function. Agree to hours of availability (keeping in mind potential time zone issues), outline your remote work desk set-up, and consider taxation rules that may apply.

Outline the benefits to your employer

Employers with staff in multiple locations not only benefit from a happier workforce, but a more powerful one. The pandemic has seen a decline in diversity of thought due to a lack of outside influences; a remote workforce provides the opportunity for greater freedom of not only movement, but ideas.

It is also proven that employers embracing the future of work outperform those with standard working arrangements. Gartner data shows that workplaces with radical flexibility can unlock up to 18 per cent more high-performing staff than employers who offer basic workplace flexibility. The ability to choose where and how you work results in greater engagement.

In periods of economic downturn, companies who are not able to commit to salary increases can improve staff engagement through flexibility, allowing them to remain competitive in the employee market while looking after the bottom line.

Be adaptable

Agree to regularly touch base with your employer about the working arrangement, ensuring both you and your boss are prepared to review, revise and renegotiate elements of the working arrangement.

Organisations and their employees must be open and transparent to ensure that working patterns meet the objectives of the business and stakeholders, while supporting employees. For radical flexibility in the workplace to function effectively, employers and staff alike need principles, not just policy.

Suggest a trial

Are you the first digital nomad in your workplace? Frame the new working arrangement as a pilot program for a limited period of time, with mutually agreed KPIs. This way, both parties approach the trial with an open mindset, prepared for learnings on what works and what doesn’t without the strictures of a long-term agreement.

Radical flexibility has the potential to pay serious dividends to both employers and employees brave enough to try.

Aaron McEwan is a behavioural scientist, coaching psychologist and vice president for global research and advisory firm, Gartner | @aaronmcewan