The challenges and benefits of a world of remote work
Kerry Boyd Anderson
Remote work is going to be a major trend around the world well beyond the end of the pandemic. Any company that proactively considers how to create a work environment that benefits from new opportunities and expectations while mitigating challenges will be far ahead. Many businesses that try to return to a pre-pandemic form of work are likely to fall behind.
COVID-19 forced many people to work from home. Those with internet connections and jobs that do not require in-person labor spent months adapting to working remotely. Now, many workers around the world want to maintain some degree of remote work. According to a global Ipsos survey, 66 percent of people want employers to allow more flexible work after the pandemic, and nearly a third say they would seriously consider resigning if their employer demanded a full-time return to the office.
While some people want to work remotely full-time, many prefer a hybrid approach. The Ipsos poll found that people wanted to work from home an average of 2.5 days a week. A McKinsey study found that 52 percent want a hybrid option after the pandemic, with 11 percent hoping to work remotely full-time. Employers will have to respond to these changes. A forecast from Gartner suggests that 31 percent of all workers around the world will work remotely (full-time or hybrid) in 2022.
Gartner projects that the US will be a leader in remote work, with 53 percent of the country’s workforce doing so. There is significant demand for more flexible work arrangements in the US. A recent Gallup poll found that 45 percent of full-time US employees currently work from home at least part of the time. It also found that 91 percent of US workers who currently have some remote work hope to continue at least partial telework after the pandemic, with 54 percent preferring a hybrid model and 37 percent desiring entirely remote work. Among experts in business trends, there is wide agreement that a hybrid model will be a major part of the future of US work.
Americans are not alone in their interest in remote work. The McKinsey study and Ipsos survey highlighted significant interest in many other parts of the world. In Saudi Arabia, for example, people expressed a preference for working remotely 3.3 days a week on average, according to Ipsos.
Surveys suggest that many company executives are less enthusiastic about remote work than employees. A PwC survey from late 2020 found that only 13 percent of US executives want to move away from a physical office entirely. The survey also found that 68 percent of executives want employees to be in the office at least three days a week, while many employees would prefer fewer. Nonetheless, many business leaders are looking at long-term options and reconsidering their office space needs.
There are many benefits to remote work. It allows employees greater ability to manage their work and personal responsibilities, particularly for people who are caring for children or older family members. In many places, especially cities, telework saves hours and money spent on commuting. Remote work can play a key role in reducing traffic congestion. Many people are more productive when working from home. If a job allows 100 percent telework, companies can hire people from anywhere in the world and employees have greater flexibility to live where they want. Companies can also save money by reducing their real estate footprint.
There are downsides, too. Remote work makes it harder for people to build relationships with colleagues. Arguably, working from home might reduce collaboration, especially between different teams. Many executives are concerned about fostering company culture without a shared physical space. Employees can burn out without clear boundaries and expectations. Remote work requires access to reliable, high-speed internet and a home or other location that is conducive to an individual’s work.
Finding the right trade-offs is tricky. Remote work benefits some people more than others. Some personality types work better in an office or at home. Workers who feel respected and empowered in an office tend to prefer it — one major reason why many managers have a personal preference for returning to the office. Polls suggest conflicting views among young people, with some prioritizing flexibility while others want the benefits of an office. Multiple surveys suggest that parents prefer remote work. It is also likely that people with long commutes will benefit more from remote work.
Offices should be designed to meet the specific needs of an organization’s in-person activities, while allowing remote work flexibility where possible.
Economies and societies are in transition. It is a difficult time for business leaders to make long-term plans, but it is critical to thoughtfully consider the opportunities and challenges that remote work offers any individual company. The organizations that engage in planning ahead now will be best positioned to recruit and retain talent and to benefit from new technologies and business practices.
Experts in business strategy have offered multiple suggestions. Employers should listen to their employees and consider their needs and preferences. Companies should value remote work as much as in-office work. Training for managers who will be leading remote or hybrid teams is essential. Companies should consider investments in software tools to assist with scheduling, communication, collaboration and cybersecurity. Offices should be designed to meet the specific needs of an organization’s in-person activities, while allowing remote work flexibility where possible. With careful consideration, companies can foster company culture online.
This is a moment for creative adaptation. The executives, managers and employees who find ways to work together in more flexible arrangements will be best equipped for success in a post-pandemic world.
The writer is a writer and political risk consultant with more than 18 years of experience as a professional analyst of international security issues and Middle East political and business risk.
