WLP372 What's Going On: Let's Not Blame "Remote"
It’s the end of the year, but we’re not making any predictions - things are moving way too fast! Instead, Pilar and Maya review some of the issues that have been blamed on “remote”.
We’ve noticed remote work has been blamed for some issues this year. But before we get into that conversation, we’d like to share that Maya delivered her first presentation in Spanish at the Alicante
Maya had the opportunity to speak at a conference in Alicante organised by The Alicante City Council in partnership with a university incubator. The event was a second edition of and brought together international speakers with local projects and examples from around Spain.
It was a bit of a challenge for Maya to prepare for the conference since her Spanish wasn’t as strong as she needed it to be. She felt a “huge gap” between her domain knowledge and her Spanish.
Although it was stressful, the experience was a good reminder that information about remote work is new and challenging to many people. Maya felt it was a “great privilege” to be asked to speak about attracting remote workers to Alicante and creating a better environment for them. She’s happy that Alicante is trying to figure out how to better receive remote workers, expats, digital nomads, and working tourists.
Pilar and Maya review the state of remote work in the mainstream and the problems in organisations that tend to be blamed on remote work.
So, what’s going on?
Misunderstandings of remote work persist.
Many equate remote work solely with online meetings, failing to understand its multifaceted nature and potential benefits beyond virtual interaction. This lack of understanding leads to flawed implementations and hinders its acceptance. Even when presented in a positive way, remote work still equals online meetings. (As in the recent HBR article: How WFH Can Actually Strengthen Bonds Between Coworkers.)
Return to office mandates are causing brain drain.
A recent study shows a correlation between mandatory return-to-office policies and increased employee turnover, particularly among women, and skilled workers. In companies with a return to office mandate, the average turnover rate increased by 14% after the mandates.
The transition to remote work is ongoing, and organisations are struggling to adapt.
Many companies lack the infrastructure and culture to support effective remote collaboration, leading to issues like over-reliance on online meetings and feelings of isolation among employees.
Remote work's impact on the wider economy is complex and evolving.
While some businesses have suffered due to reduced foot traffic in city centers, others have benefited from the shift to suburban and local communities. The long-term effects are still unfolding and difficult to predict.
Let’s not Blame “Remote”
Many of the problems that arise in organisations and teams are unfairly attributed to remote work, even though these issues may have existed prior to the shift to remote work.
Some of these issues include:
Poor communication and collaboration.
Challenges with communication and collaboration often arise from a lack of intentionality and poorly designed systems rather than the location where people are working. In-person interactions often benefit from a higher level of attention, which can make communication and collaboration seem easier, but that similar levels of intentionality and attention can be applied to remote interactions.
Many organisations have not adapted their practices and communication protocols to support remote work effectively and rely too heavily on online meetings, which can lead to a sense that remote collaboration is inferior to in-person interaction.
Feelings of isolation and disconnection.
Some remote workers experience feelings of isolation and disconnection (as do some “non-remote” workers…). However, these feelings are not an inevitable consequence of remote work and can be mitigated by implementing strategies that promote connection and a sense of community. However, many organisations lack the time or resources to implement such initiatives, particularly amidst organisational change.
Negative economic impacts.
Some businesses have experienced negative economic consequences due to the decrease in commuters and foot traffic in city centers. These impacts are real and some individuals, such as dry cleaners and cafe owners, have been negatively affected. But blaming remote work for these economic shifts is overly simplistic. Ecosystems naturally evolve over time in response to changing circumstances and attributing these changes solely to remote work ignores the complex interplay of social, economic, and technological factors.
The tendency to blame remote work for these problems comes from a lack of understanding of what effective remote work entails. Remote work is often seen as a temporary solution or a less desirable alternative to in-person work, rather than as a viable and potentially beneficial way of working. The “return-to-office mandates” is evidence of this misunderstanding and these mandates often fail to consider the needs and preferences of employees who have demonstrated their ability to work productively and effectively from home.
The rapid transition to remote work brought about by the pandemic has contributed to this lack of understanding. Many organisations were not prepared to implement remote work effectively and the sudden shift to working from home has led to a reliance on pre-pandemic communication and collaboration practices that are not well-suited to a remote environment.
A more nuanced and informed understanding of remote work, along with a commitment to adapting organisational culture and practices, is essential to overcome these challenges and realize the potential benefits of this not-so-new way of working.
Here’s to a remote-friendly 2025!
(This set of show notes was created with Notebook LM. If you’re curious about how I use genAI in my work, sign up to the Spiralling Creativity blog, or get in touch.)
You can message Pilar through the Virtual not Distant website: https://www.virtualnotdistant.com/contact-us and get hold of Maya over at Remote Work Europe: https://www.remoteworkeurope.eu/ .
Our newsletters:
Pilar’s “Spiralling Creativity” https://spirallingcreativity.substack.com/
Maya’s “Remote Echoes” https://mayamiddlemiss.substack.com/
If you like the podcast, you'll love our monthly round-up of inspirational content and ideas:
(AND right now you’ll get our brilliant new guide to leading through visible teamwork when you subscribe!)