What are some of the most common remote work myths and realities?

Remote work isn't a walk in the park; it's more like a hike with beautiful views but unexpected terrain. You need the right gear - self-discipline, organization, and communication skills - to navigate it successfully. It's not about easier or harder; it's about adapting to a different work environment and finding your rhythm. Trust me, once you hit your stride, you'll be conquering those remote work challenges like a pro! ???? #RemoteWork #AdaptAndConquer #WorkplaceCulture

This myth has come from the fact that remote work has helped employees save on commuting time and costs and have more flexibility to attend to personal matters. The reality is different. Certain roles can be done remotely, some cannot. The rise of hybrid working alone as a preferred model for knowledges workers dispel this myth

Remote work is like any job - it is what you make it. You can work a remote job as a 9-5 and do as little as possible. Alternatively, you can work a remote job with 14 hour days. For those who are more introverted, working from home can be much less draining. This is similar for those who have chronic illnesses and might need to disconnect throughout the day. I do feel like remote work is easier for work/life integration, especially if you have flexibility in terms of where you work (city/cottage/coworking space/etc.) and when you work (starting late or finishing early). The ability to throw in a load of laundry or go for a run midday and shower at home can't be understated, but it takes motivation to stay on-task.

One common misconception is that remote work is easier than office work. Reality proves otherwise; remote work demands strong self-discipline, time management, and the ability to create boundaries between work and personal life. Without the structure of a traditional office environment, remote employees often face challenges like isolation, distractions at home, and overworking. Balancing these demands requires significant effort and resilience, debunking the myth that remote work is simply a walk in the park.

Working Remotely can increase productivity up to 77% (source: SHRM), they're also less likely to take time off work (even when sick). While people are more efficient, another recent research from Global Workplace Analytics points that remote has a high impact on talent retention.

This is categorically false and has had numerous studies over the years from Forbes, HBR, and others demonstrating that remote work can be extremely more productive than office work and it's for all the obvious reasons like not being interrupted and the ability to stay focused. Productivity does not equal sitting at a desk for eight hours straight. So in order to define the level of productivity, we'd have to agree on what the word means first.

Remote teams are more productive than in-office teams, largely because they can more seamlessly blend work and life, and are not interrupted by colleagues, allowing them to retain their focus. In 2023 research from FlexOS, 65% of remote managers say their team's productivity has increased vs. the in-office days, and 100% trust their team to be productive online. 68% say that their own productivity has increased now that they are remote. A 2020 study by Stanford University furthermore found that remote workers are 13% more productive than their office counterparts.

We are asking the wrong question here. One type of work setting cannot be less productive than another in absolute terms. One has to first assess what type of work needs to be performed, and then define the best work environment. Other we make assumptions. For instance, the common assumption is that remote work is more productive for focused work. When you ask employees, only half feel that is the case for them. Why? because the office has actually less distractions than their home set up. Or they don't have the space to have a proper office set up at home.

If you are someone that tends to be a workaholic or has difficulty setting boundaries on your space and time, remote work can exacerbate this issue. Because you don't have the 'natural' barriers of the commute to and from the office, it can be easy to stay at your desk and work well passed the time you should be working. It is important that you establish healthy boundaries and limits for yourself, because no one will do it for you. One thing leaders can do to assist folks with this is to ensure there are established team norms (ex: no e-mails after 5pm or, if an e-mail comes from me outside your typical working hours, there is no expectation for you to respond). The tendency to overwork is, of course, not limited to remote workers.

Remote work does not have to be lonely. In my experience, this depends on the individual and the company's intentional efforts to ensure employee engagement. My entire team has been remote for many years and we do an excellent job of making sure everyone feels connected and remains engaged. We accomplish this by having a variety of opportunities for virtual engagement: 1:1s, team/group meetings, wellness gatherings, rounds, after hours "happy hour," occasional contests and parties, direct messaging/texting, email, and even good old fashion phone conversations. Utilizing a variety of platforms allows us to provide different avenues for social interaction and fosters camaraderie within our team and company.

I think this really depends on the person. Some people thrive working remotely and some really like the social interactions of the office environment. In my experience, a lot of it comes down to the person’s individual circumstances and their likes and dislikes. Some people are well set up at home and have people around them that give them a sense of connection. Others don’t, and coming into the office can be really valuable to them. That’s one of the reasons that in our company we leave it to each person to choose how much remote or office work they do - they can maximise their sense of fulfilment that way.

This is not entirely a myth. Remote work can be more lonely than office work - but it does not have to be. Even if it is, this is not necessarily an issue to everyone - we should not assume this is always a problem to be solved. My research has found that some people find hybrid lonely - but going into the office generally mitigates this. Ultimately it is all in the implementation. Whether remote or hybrid - connect people well, support networking and facilitate relationships, and the potential of loneliness (and its implications) can be addressed.

I actually would rephrase this myth in order to state a fact. Remote work provides less opportunities to connect in person on a daily basis. It is not about loneliness.

Remote work can feel isolating, but it doesn't have to be. Creating social engagement starts at home. Set up a cozy corner for virtual coffee breaks with colleagues, or organize themed virtual hangouts like book clubs or hobby-sharing sessions. Start meetings with casual chit-chat, replicating those water cooler moments. ;) Embrace the flexibility to engage in local community activities during breaks. Genuine connections can thrive remotely when we make a conscious effort to integrate social interaction into our workday, fostering a supportive and connected team environment.

Both office and remote work can be insecure, the biggest difference is the training and education to prevent breaches. Employees are using many devices like laptops or mobiles whether they're in the office or working remotely: they need to be aware of the risks they're taking with each of their actions, regardless of their location.

I actually disagree with this. Neither office or remote work is more secure. Both are held at the whims of market performance, company performance, and your performance. Any one of those things can factor into why your company may choose to part ways with you. However, the ability to prove your value and ensure success is equal whether remote or in office. The way in which you do that and the intentionality of it is simply different in remote settings.

The belief that remote work is inherently more secure than office work is a myth that requires careful consideration. While remote work offers certain security advantages, it also introduces unique challenges. Here are key points to address the myth: Advantages of Remote Work Security: 1.Access Controls 2.Data Encryption 3.Endpoint Security 4.Reduced Physical Security Risks Challenges and Considerations: 1.Home Network Security 2.Device Security 3.Data Transfer Risks 4.Human Factor 5.Increased Cyber Threats

Un autre mythe est que le travail à distance serait plus s?r, puisqu’on contr?le mieux ses appareils, ses données et son réseau. En réalité, cela expose aussi à d'autres risques comme les cyberattaques, le phishing ou les violations de données. Le télétravail demande une vigilance accrue et une bonne connaissance des pratiques de sécurité pour protéger à la fois soi-même et son organisation. Ce n’est pas que le travail à distance soit plus s?r, il repose simplement davantage sur la gestion responsable des outils numériques.

Remote work gives more flexibility than a traditional 5 days a week in the office and indeed has more life-work balance. Remote life isn't "more fun" than office life, some people might be more productive while working remotely but also less creative because it's harder to collaborate when being apart.

Everyone feels that when you’re working from home, you’re actually not working. You’re having fun and probably sleeping between. Never see that when we are working from home, there are tasks which need to be completed within Time. Also checking in on each other is completely different, then while working fromOffice, a lot of frames employees forget to distinguish between work life and personal life, and that’s the only reason because of which it’s not a lot of fun to work from home.

Un autre mythe est que le travail à distance serait plus amusant parce qu'il offre plus de liberté et d'autonomie. Bien que cela puisse être vrai pour certains, le télétravail comporte aussi son lot de défis et de responsabilités supplémentaires. Travailler depuis chez soi peut être agréable, mais cela peut aussi devenir stressant ou monotone, selon votre style de travail et vos préférences. Ce n’est pas que le travail à distance soit plus amusant, il est simplement plus adapté à chaque personne individuellement.

To optimize the remote work experience, companies can offer 'Personalized Work Environment Grants' for employees to set up a comfortable and efficient home office. Additionally, providing 'Flexible Work Schedules' allows individuals to work during their peak productivity hours, which can increase job satisfaction. Encouraging 'Regular Offline Time' where employees disconnect from work can prevent burnout and maintain a healthy work-life balance. Finally, the 'Virtual Learning and Development Opportunities' offering caters to personal growth, keeping the remote work experience both challenging and rewarding. These strategies can help ensure that remote work is a fun novelty and a sustainable, fulfilling work model.

Remote work is merely a condition of work. It states that work can be done outside the current default: The office. The ability to work remotely keeps improving due to advancing technology. In the context of today, remote work is the vehicle to let go of dogmatic habits of going to a place at a certain time, where you cannot work at your full potential. Organizations realizing that individuals and teams are probably better served by being more flexible when and where they work, are leaning more into a better future way of working. The future of work itself is much bigger. It is about how we, as people understand and act towards how technology can help us to be purposeful while remaining as happy and healthy as possible. Still a struggle.

I believe that the office will continue to be a core part of an organisation's employee value proposition. Providing a shared physical space in which employees can have meaningful, in-person interactions is paramount to sustaining a strong employee experience, high-performing teams, and a strong sense of culture and morale. Offices do, however, have to be evaluated to ensure they are keeping up with employee desires. Layout should be designed to facilitate the working needs of employees- considerations should be made to location, lighting, sustainable behaviours, furniture choices and much more- with a powerful focus on ways of working- that is, how you agree to communally inhabit your physical space to get the most from it as a collective

The idea that remote work is the sole future of work is more myth than reality. While it's become a significant part of the modern workplace, it's not the definitive endgame. The suitability of remote work varies based on individual roles, industries, and personal preferences. It's just one element in the evolution of work models, which include hybrid, flexible, gig, and digital nomadism. The actual future of work is diversity in work styles, catering to a broad spectrum of needs and enabling a more dynamic, inclusive, and adaptable workforce. Culture??Connector: Embracing the diversity of work styles, including remote work, paves the way for a more flexible and inclusive future.

For me, the future of work is hybrid. Because that's where the right balance will be for most companies to deliver better performance, innovation and wellbeing at the same time. In addition, broader ways of working, workplace and social space, distruptive technologies are part of the future of work.

Flexibility is the key, not just remote work. Many jobs requires a physical presence (to collaborate, network or just connect with coworkers). Working in a hybrid setup is combining the best of remote and in-office work, and it suits the majority of roles/needs!

Flexible workers are slackers .... is a very common myth about remote workers perpetuated by many business leaders (e.g. Elon Musk, Jamie Dimon). In fact, in the most recent studies across Europe/UK about 1/3 of workers say flexible workers are viewed negatively by colleagues and managers (Chung &Seo2024). But studies show how in general, remote workers work harder and longer (my book Flexibility Paradox). Such myths lead remote workers to feel the need to overcompensate by being always on and working long hours, encroaching on their family/private time. This can end up negatively impacting not only workers' well-being but also their productivity. We need to tackle these myths, look at the real evidence, to ensure remote working works!

Through the lens of Diversity & Inclusion, I have a different narrative. The impact of in-person engagements especially with the deaf community is significantly higher than remote interactions. For eg - 1. Remote work may pose difficulties in terms of accessibility & may not be able to capture the richness of in-person interactions. For eg: Captions may not be able to convey the emotional nuances of F2F conversations 2. Remote work, in a way, reduces the frequency of informal interactions & networking opportunities. This can hinder one's opportunity to build relationships, & participate in the informal aspects of workplace dynamics. Thus, striking a balance is crucial to building a truly inclusive future of work.

People thrive in different environments, for some remote is key, for other hybrid will be the best option: giving flexibility and choice is the most important. Also, not all jobs can be done remotely - it's essential to figure out what are the tasks to be done remotely and the ones to be done with teammates. This is how you're creating an optimal work environment!

Myth 7: Everyone wants to work remotely Pre-Covid, many employees begged to work from home, once a week or one day a month! Those employees assume everyone feels the way they do. Who wouldn't want to work from home? No more long commute. More time to work = more productivity. More flexibility. Working in HR, can assure you there are many employees who want and need to work from the office, for a variety of reasons. Socialization. Home setup not conducive to productive work (kids at home etc.). Collaborate better in person. People should understand and respect that there are always two sides to a story. Successful companies gather input from their employees prior to making decisions and don't make assumptions. A key to success is BALANCE.

Myth 7: Remote work and flexible working are interchangeable, or remote working is the only kind of flexible working. So many posts and articles equate the two to the exclusion of the many other types of flexible working and to the detriment of the people for whom flexible working is a must-have - carers, working mums (some dads), people with disabilities/long term health issues. This makes it one dimensional when the reality is: - a carer may require a combination of remote + part-time + flexible hours. - a working mum might need non-linear hours + jobsharing. - a person with health issues might require short-notice flex + flexi-time. Flexible working is an umbrella term and remote work is just one subset of flexible work.