Remote Work Productivity

All is not well in fully-remote OR fully in-office work. While new Gallup research reveals that fully remote workers are more engaged than even hybrid workers (and fully on-site workers are the least engaged - a slap in the face of RTO), they aren't thriving the most - hybrid workers are. It's perhaps no surprise (to all but some CEO's and managers) that fully on-site workers are thriving the least. Interestingly, hybrid workers experience the most stress (just a hair more than fully remote), and disturbingly, fully remote workers are more likely to experience anger, sadness, and loneliness - by a decent margin. Gallup believes that physical distance can create mental distance and that work becomes "just work" without deeper connections with coworkers that can be more easily formed from spending time together in person. They also think that it's the autonomy that comes with remote work which can create stress and lead to the negative emotions mentioned above. I think these are very interesting findings, and I would like to believe that most companies would take the time to reflect on them and take appropriate action. Here's what I think companies can do: 1. Address the emotional well-being of remote workers with regular check-ins, mental health resources, and virtual social activities to combat isolation. 2. Optimize hybrid work environments by creating create clear boundaries between work and home life, help their workers manage workloads effectively, and ensure hybrid workers aren't overcompensating with longer hours. 3. Explore the advantages of remote work, seek to understand what drives the higher engagement and apply these lessons across all work arrangements. 4. Given that each work arrangement faces different challenges, develop tailored well-being strategies for each work type. A one-size-fits-all approach isn't the way to go. 5. Ensure that remote workers have career development opportunities, opportunities to develop meaningful social connections, and achieve work-life balance to close the thriving gap. 6. For companies that are (or are considering moving to) fully in-office work, reconsider hybrid and/or remote work for the clear benefits. I know - wishful thinking, especially for #6. Here's the full Gallup report: https://lnkd.in/ezQB4K5q #WellBeing #EmployeeEngagement #WorkLifeBalance #FutureOfWork #RTO

I've spoken to 4,000+ companies about remote work since March 2020 Here are the most common things I've heard 👇 1. 🏢 HQ Obliteration: Return to office has stopped, companies have cut back the real estate they could, and will cut a lot more as leases expire. The majority of workers will work remotely at least part-time and the amount will grow 2. ⭐️ Access talent: The first reason they are going remote-first is simple – it lets them hire more talented people. Rather than hiring the best person in a 30-mile radius of the office, they can hire the best person in the world for every role 3. 💰 Cut costs: The second reason is because it makes them more cost-efficient. Rather than spending $10K-$20K per worker a year on office space they can provide a worldclass remote setup for less than $1,000 a year 4. 🌐 Universal problems: doesn’t matter the size of the organization, every company is dealing with the same thing. How do we operate as a global business? Equipping teams and managing assets is a huge pain point 5. 🏭 ESG Considerations: many companies care massively about the environmental impact eradicating the office – and the commute – has. 108 million tons of Co2 less every year. Boards are looking here as well 6. ❤️ Quality of life: companies also know they don’t need workers to waste 2 hours a day commuting to sit in an office chair for 8 hour. Companies have seen reducing commute frequency leads to happier more productive workers 7. 🚀 Outcomes vs. Time: the measure of performance in the office is how much time you spend sat in your seat. The measure of performance while working remotely has to be output. Companies are moving slowly here 8. 🎡 Hybrid Conflict: what companies and workers think hybrid means are two different things. Workers think it is being able to work remotely whenever they want. Companies think it is telling workers when they must attend. Big problem 9. 🛑 Bad Software: companies continue to use software and tooling designed for in-office teams causing issues for distributed workers. New tools developed by remote-native startups are emerging but not being adopted fast enough 10. 🔐 Tech & Security: in the old world the edge from a security perspective was the office, now it's every device. This creates big security risk and vulnerabilities as devices are lost. Companies lack good solutions

Remote work is amazing. Until your living room starts feeling like a boardroom and your workday never really ends. Sound familiar? While remote work offers flexibility, it also comes with unique challenges like blurred boundaries, screen fatigue, and the struggle to truly disconnect. The key? Intentionality. I dive into the 7 biggest challenges of remote work and share strategies to overcome them: 1️⃣ Blurred Boundaries 👉 Challenge: When your home becomes your office, the lines between work and personal life often vanish. 💡 Solution: Set clear working hours and communicate them to your team. Create a dedicated workspace to mentally “leave work” at the end of the day. 2️⃣ Feeling Always ‘On’ 👉 Challenge: The convenience of technology means work can follow you everywhere—into meals, weekends, and even vacations. 💡 Solution: Use “Do Not Disturb” settings on your devices and schedule intentional breaks. Protect evenings and weekends by turning off work notifications outside your set hours. 3️⃣ Isolation 👉 Challenge: Without the energy of a shared office space, many remote workers experience loneliness or disconnection from their teams, affecting morale and mental health. 💡 Solution: Schedule regular virtual coffee chats with colleagues to nurture relationships. Consider joining local co-working spaces or community groups for social interaction. 4️⃣ Overlapping Roles 👉 Challenge: Balancing work responsibilities with household duties—like childcare, cooking, or chores—can create stress and distract from focused work. 💡 Solution: Communicate with family or roommates about your work schedule and boundaries. Use tools like time-blocking to separate work and home duties effectively. 5️⃣ Technology Overload 👉 Challenge: Spending hours on video calls, emails, and digital tools can lead to screen fatigue and overwhelm. 💡 Solution: Build screen-free breaks into your schedule and evaluate which meetings can be replaced with emails or asynchronous updates. 6️⃣ Lack of Routine 👉 Challenge: Without the structure of a commute or office rituals, days can feel unanchored. 💡 Solution: Establish a consistent morning routine that signals the start of the workday. Incorporate rituals like exercise, journaling, or a designated start time to set the tone. 7️⃣ Difficulty Unwinding 👉 Challenge: When your workspace is just a few steps away, it can be tempting to keep working—or hard to stop thinking about unfinished tasks. 💡 Solution: Create an end-of-day ritual to signal the workday is over. This could be going for a walk, tidying your workspace, or planning the next day’s tasks. Balance isn’t about perfection. It’s about making space for what truly matters. How have you tackled these challenges in your remote work journey? Share your thoughts or tips below! 👇

4 ways in which we were thinking about remote work all wrong – insights from Running Remote 2024: Once a year, top thinkers on remote work come together for the Running Remote conference founded by Liam Martin (who I interviewed here.) But while the conference moniker may point to a remote-only world, the insights from this year's sessions were quite the opposite. As I couldn't attend, I asked some of the presenters and attendees, and this is how I found out that we're thinking about remote work all wrong: 1. It’s Not About Remote – It’s About Flexibility: The emphasis shifts from remote work being the primary goal to the need for flexibility in how work is done. The concept of being "distributed" rather than just "remote" is highlighted as critical, particularly for companies that operate at any significant scale. Flexibility in work arrangements is portrayed as essential for aligning, collaborating, and driving performance across diverse geographical and temporal boundaries. 2. Flexible Models Aren’t an Option – They Are a Necessity: The narrative around work models has evolved from viewing remote or hybrid models as optional to seeing them as essential. Hybrid models are particularly emphasized as a strategic necessity rather than a choice, underscoring the need for organizations to adapt to this model to retain talent and remain competitive. 3. We Can’t Forget to Solve the When and How: Beyond where people work, the discussion points to when and how they work as equally important. This includes considerations like the structuring of work hours and the design of work processes to optimize productivity and accommodate employees' personal needs, thus enhancing overall job satisfaction and output. 4. The Struggle is Real: Despite advancements in remote work strategies, the article acknowledges organizations' ongoing challenges in managing remote teams. These challenges are universal and not confined to any specific type of business or sector, indicating a need for ongoing adaptation and learning in remote work practices. For this and more, dive into edition 82 of Future Work below:

As someone who works 7 days a week, I have had to create weekends and strict rest periods inside my days of active work. Saturday and Sundays are more led with personal tasks but I can't fully disconnect from the mission on weekends and so day naps, strict working days of 10am-3am and working after 8pm (the kids bedtime) become a method of achieving all of my goals and commitments. My consideration for you is: Clarify your values: Reflect on what truly matters to you. Identify your core values and aspirations in both your professional and personal spheres. Understanding what is most important will help you make more aligned choices. Set boundaries: Establish clear boundaries between work and personal life. Determine specific times and spaces dedicated to work, and make a conscious effort to disconnect and engage in activities that bring you joy and fulfillment outside of work. Communicate your boundaries to colleagues, clients, and loved ones to foster respect and understanding. Prioritise self-care: Taking care of yourself is crucial for maintaining overall well-being. Prioritise self-care activities that recharge and rejuvenate you, such as exercise, quality sleep, hobbies, and spending time with loved ones. Remember that self-care is not selfish; it enables you to show up as your best self in all areas of life. Assess your workload: Evaluate your workload and responsibilities realistically. Be mindful of taking on too much and learn to delegate or say no when necessary. Recognise that you have limitations, and it is essential to avoid burnout by finding a sustainable balance between productivity and rest. Foster open communication: Engage in open and honest communication with your employer, colleagues, and loved ones about your work-life balance priorities. Clearly express your needs and concerns, and seek solutions that accommodate both personal and professional commitments. Collaborative dialogue can lead to mutually beneficial arrangements. Embrace flexibility: Explore opportunities for flexible work arrangements, such as remote work, flexible hours, or compressed workweeks. Flexibility can help create more space for personal pursuits and enable a better integration of work and life responsibilities. Practice mindfulness and presence: Cultivate mindfulness by being fully present in the present moment, whether you are at work or engaged in personal activities. By focusing on the task at hand, you can enhance productivity, reduce stress, and derive greater enjoyment from your experiences. Regularly reassess and adjust: Recognise that work-life balance is a dynamic process. Regularly assess your approach, considering your changing circumstances and priorities. Adjust your choices and commitments accordingly to maintain a harmonious equilibrium over time.

 Is there a trend the number of open jobs in the market indicate about WFH? Could we say that enterprises have had 5 significant shifts in thinking and approach towards flexibility and the need for it since 2020? 1)REMOTE IS POSSIBLE: The first shift in thinking was triggered by the novelty of large-scale remote working and the early-stage gains in efficiency and productivity. The profitability boost from lowered operating expenses saw enterprises giving up office real estate and declaring remote working as the future of the workplace. 2)FLEXIBLE BY FORCE: The second shift in thinking occurred when the hyper-hiring in 2021 triggered an unprecedented war for talent. While remote-working efficiencies and productivity had already normalized, enterprises kept remote working as a necessity to access talent for hiring. 3)BIRTH OF HYBRID: The third shift occurred when productivity & profitability dropped, high attrition rates and depleted employee engagement challenged full-time remote working. However, back-to-office mandates saw resistance from the workforce. Full-time hybrid roles gained popularity as a midway point between WFH and WFO and as a way to retain employees while they transition back to cubicles. 4)BACK TO OFFICE: The sustained headwinds in 2022 and 2023 forced enterprises to shed load through layoffs and correct the expensive talent buying done during the buoyancy. Full-time remote working options were dropped as an inefficient model, while hybrid stayed in play through 2023 and early 2024. 5)HYBRID OF REMOTE & WFO?: The period since the 2nd half of 2024 has been an inconsistent mix of responses to the flexible working formats. Enterprises and industries are altering their mix of full-time remote, hybrid and work-from-office openings. Continuing revenue and margin pressures in specific cohorts like IT products and IT services are driving thinking towards bringing back a more prominent presence of flexible working models. Meanwhile, other cohorts like startups, consulting services and traditional sectors continue their preference for WFO. Early indicators point towards the WFO and Flexible working openings to settle at an overall 80:20 mix for 2025, with a combination of sectors favouring flexible engagements and those who swear by WFO. A topic that refuses to bow down, and we haven't heard the last of it yet!

The classic office use case is slowly dying. The traditional notion of the office as merely a place for routine tasks and clocking in hours is even 'deader'. In its place, a new role is emerging—an experience that redefines the workplace as a dynamic, engaging environment where every visit is purposeful and enriching. Hybrid work models are becoming the norm, blending remote and in-person collaboration. This shift demands a reimagining of workplace experiences to make every office visit meaningful and worth the commute. Employees now seek more than just a desk; they desire spaces that inspire, engage, and foster a sense of community. In response, many companies are attempting to right-size their offices—optimizing space to reflect new work patterns and reducing underutilized areas. This strategic downsizing allows organizations to reinvest in better workplace experiences, creating environments that attract employees back to the office by offering unique benefits not found at home. Corporate real estate is being disrupted by this evolution, moving beyond simply providing physical spaces to crafting vibrant, people-focused environments. The office is transforming into a hub of collaboration, innovation, and culture-building—offering experiences that fully remote work cannot replicate. This flight to experience is about creating workplaces that employees are excited to be a part of...sometimes. To make hybrid work truly work, companies must integrate flexible spaces, unparalleled services, and sustainable practices. Hospitality-led solutions—such as gourmet food options featuring locally sourced ingredients, artisanal coffee experiences, and orgnizational/community engagement events — elevate the workplace. Seamless meeting management ensures that every gathering is impactful, with state-of-the-art audio-visual support, tailored catering, and efficient logistics. By recognizing that the traditional office model is fading and embracing the flight to experience, organizations can enhance employee satisfaction, attract top talent, and drive success in an ever-evolving work landscape. Right-sizing offices and reinvesting in superior workplace experiences are key strategies in this transformation. The future office is not just a place to work; it's a place to connect, collaborate, and create—making hybrid work truly effective and every office visit valuable. #FutureOfWork

I have made and saved a lot of money using remote teams across all of my companies.  Here’s how you do it: Almost every business could use at least some remote talent. It’s a great way to access a broader talent pool than your local area. You can also lower overhead costs — less office space, lower bills, and even hire talent from other countries. So how do you get the most out of a team that you don’t see face to face? Step 1: Define your objectives and needs Nail down your biggest reason for building a remote team. Broaden your hiring pool? More flexibility? Lower costs? Your main goal guides your future decisions. Then, assess which of your positions are suitable for remote or hybrid work. — Step 2: Develop a remote work policy A solid policy sets the tone and expectations for your team. Try to answer all questions ahead of time. Clarify Scope and Purpose: •  Who is eligible to work remotely? • For hybrid, how many days? • Is there a distance requirement? Set Communication Standards: • When should people be online and available? • What communication tools should they use? Security Protocols: Password manager?  VPN? Are you providing work equipment or expecting BYOD? — Step 3: Update your hiring process Build remote-specific job descriptions: Highlight skills like self-discipline and communication. Use diverse recruitment channels: Remote-specific job boards and communities. Tailor interviews for remote readiness: Include video calls and assess their home office setup. — Step 4: Find the right tools & technology Equip your team with tools that support collaboration and productivity. You’ll probably need: • An async communication hub (like Slack) • A video call platform (Google Meet) • A project management tool (Asana or Trello) • Hardware/software support Provide equipment or offer a stipend. — Step 5: Establish clear communication guidelines Effective communication is the backbone of remote work. Do you need people to: • Set online statuses? • Post daily updates? • Follow a response time rule? • When do you need people available for video calls? Make sure to set regular meetings and check-ins. Weekly stand-ups and monthly all-hands help keep everyone aligned. — Step 6: Build a strong team culture Strong remote teams thrive on culture and connection. Start with thorough virtual onboarding. Set up meet and greets and mentoring sessions. Add regular team activities: • Virtual coffee breaks • Game time • Casual Slack channels Celebrate everything: • Individual and team wins • Holidays • Company milestones — Step 7: Keep tabs on performance Address concerns head-on with clear goals and regular feedback. Set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. Schedule quarterly reviews. Focus on outcomes — not hours worked. — If you’re interested in remote staff for your teams. Comment below or message me and I’ll get you connected.

Put on your own oxygen mask first. This is the rule for every caregiver. Here’s what I know about lasting care: 1. Connection starts within - You cannot pour from an empty cup - Your energy sets the tone for every patient - Self-care is not selfish, it is survival 2. Technology is your ally - Workflow tools clear the clutter - Digital planners bring order to chaos - Mindfulness and sleep apps protect your mind - Wearables remind you to pause and breathe 3. Use tools for yourself first - Test new apps on your own routine - Track your own stress, not just your patients’ - Let tech free up your time, not fill it with more tasks 4. Protect your balance - Block time for breaks, not just meetings - Set boundaries with alerts and reminders - Use digital check-ins to spot burnout early 5. Lead by example - Share your self-care wins with your team - Normalize using tech for your own wellbeing - Build a culture where care for self comes first This is not just about gadgets. It is about bringing more humanity into every moment of care. When you care for yourself, you show up better for others. That is the real power of connected care.

These minutes from the Home-based working committee and insights from Nick Bloom are fascinating in providing insights into why hybrid is the best model for most businesses. Hybrid working doesn't significantly impact productivity positively or negatively. Instead, its value comes primarily from improvements in recruitment, retention, and employee satisfaction. Employees typically value hybrid working as highly as receiving an 8% pay increase, mainly due to the flexibility and reduction in commuting time. Companies adopting hybrid arrangements have experienced substantial decreases in staff turnover, with quit rates falling by around 35%. This reduction in turnover represents significant cost savings in recruitment and training, making hybrid working actually profitable for businesses. Cultural and structural differences significantly affect the prevalence of hybrid working across countries. While English-speaking nations, including the UK and the US, have high levels of hybrid adoption, countries with higher power-distance cultures like Japan have significantly lower levels, highlighting that cultural norms can influence workplace flexibility. Ultimately, businesses benefit from hybrid working arrangements not because they blend the best of both worlds, but because they leverage employee preferences, flexibility, and cost efficiencies. This is about what's GOOD for business.