Cubicle vs Couch: Our Thoughts on Remote Work

In 2020, many companies moved on from cubicles and open spaces to remote work. Granted, it wasn’t always voluntary, this allowed us to explore the possibilities and limitations of remote work.?

More importantly, we could see the effect it has on teammates and employers alike. But startups have been doing this for a while and it’s time we compared notes.?

Global impact of remote work?

The 2023 State of Remote Work report gave us general insights into the stats of remote work.

There are pros and cons to working remotely — for most it comes down to personal preference:

• 21% of the respondents pointed out that their biggest challenge was having no reason to leave the house.?
• 15% expressed that they experienced loneliness.
• And 11% found it hard to stay motivated and struggled with being ‘always-on’.

But people note improved productivity, feeling just as close to their colleagues as they do in an office, and the ability to manage their time better. And going remote saves time and money on commuting, which improves their overall happiness.

Why going remote isn’t so easy

Hard data is fun, but what are the actual issues we face while working from home? Difficulty maintaining work/life balance comes to mind.?

Despite remote work seeming like an opportunity to slack off, the opposite is often true:

• Remote workers easily lose track of time and end up overworking.?
• They’re easily reachable at all hours of the day?
• It’s ‘no big deal’ to leave the table during dinner to quickly send some report or add last-minute edits to a presentation.?

It seems like nothing, but it disrupts a person’s life and emotional state. Work has to be left at work — either physically or theoretically, this is the rule most psychologists point out.?

For that, they recommend organizing a dedicated work space and never taking work to a resting space. Mental exhaustion from feeling like you’re constantly at work can lead to unpleasant results, including professional burnout.?

But the ability to sleep in, manage your own hours, feel happier surrounded by your favorite things — all of that speaks in favor of remote work.?

The company perspective???

For employers, the big picture is very different. While they can save money on offices, utilities, and equipment, remote work isn’t always a favorable option.?

Many worry about employee efficiency, time management, and data security. That last bit is actually why some companies still refuse to let their employees work remotely.

Not that the job can’t be done from home, but it shouldn’t due to its sensitive nature.?

Some team leaders at first found it hard to adapt to the new reality and style of management.?

Employers also worry about relinquishing control — they prefer to see what exactly their teams are doing at all times. Which is itself an outdated view.?

After all, results matter more than the process. Some argue that it’s important to see where people need help or guidance and that works best in an office.?

Finding a middle ground — our experience

Paralect has been a hybrid company since the spring of 2020. Really, it’s the best of both worlds — employees can decide for themselves whether they are more comfortable at the office or working from home (or a sunny beach somewhere).?

We even took advantage of the change to experiment with pop-up offices — organizing a work-away program in Batumi, Georgia for a shift in scenery.

While there are some occasions that require on-site work, for most it’s not necessary. There’s not much we can’t fix or execute from a distance — here’s the framework we use for remote product collaboration.

After the pandemic, many companies switched to fully or partially remote.

Remote work started out as something reserved for novelty projects and startups with HRs looking at it with caution.?

Come to think of it, that same thing happened when open-space offices replaced cubicles.

New generations tend to redefine their approach to work and work/life balance.?

The lesson we can take from this is that as companies, we should be flexible. A competitive HR brand should respond to the needs and desires of young professionals.