Rise of the Remote Worker

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The Good, The Bad & The Unmoored

Recent years have seen unprecedented growth (103% since 2005) in the number of people who identify as part of an organization without occupying designated real estate on a full-time basis. The prevalence of remote work has been supplemented by inn and an impetus to accommodate workers’ need for flexibility. The definition and practice of “remote work” are slightly ambiguous, but one thing is certainthe Remote Worker is on the Rise.

Pros of Remote Work

Empower top-performers, focus purely on productivity, and foster a shared sense of mission among your remote team. This means more individual productivity, mindfulness of colleagues and overarching objectives,  and the attractiveness of organizational culture.Additionally there are lessphysical distractions, occurrences of faked productivity, and consumption of resources.

remote worker | remote work | coworking | hot desking | working from home | homing from work | flexible office space
3.7 million people work remotely 1/2 of the time – and both numbers keep growing.

Cons of Remote Work

Extroverts & workaholics working remotely may suffer from employee|position mismatches and unhealthy work and life balances, respectively. There is more vulnerability to technological security concerns (& the pace of innovation), abuse of systems without physical supervision, and disconnect between colleagues. Also, employees have less face-to-face interactions, opportunities for feedback, and spontaneous brainstorming.

remote worker | remote work | coworking | hot desking | working from home | homing from work | flexible office space

How to Leverage Remote Work


When searching for approriate candidates, ensure that you seek out the right character. A disciplined self-starter, proficient communicator, decisive & independent, tolerant of ambiguity, receptive to feedback…essentially,unicorns. You also want to think of your process design. Consider interview format and develop a way to identify solid remote performers in the same way they should be managed – by deliverables.


  • Crowdsource Ideas from Employees
    Involving *remote workers* in developing a *remote work program* for an organization doesn’t sound like an idea in need of support, but here it is.
  • Results Orientation:
    Focus on what’s getting done as opposed to time spent doing it.
  • Support Program with Data:
    Establish a baseline and your processes, measure individual productivity, and conduct performance reviews around tangible results instead of whether or not they live in the office.


  • Invest in Technology
    There exists an ever-increasing number of tools to improve communication, reduce distraction, and accommodate workers with flexible options.
  • Broadcast Policy
    Clearly outline and loudly iterate risks|SOP for security, social media guidelines, and rules about when|how billing hours should be occupied.
  • Regularly Update on Objectives
    Managing by outcomes requires keeping your remote workers close in terms of aligning goals and creating a sense of mission that is motivating + shared. 
organizational culture | workplace trust | office leadership

Thanks For Reading!

We’re interested in your experience with remote work. Our team is dedicated to finding a workspace that fits your objectives. We would love to have a discussion about how to improve your office environment!