Why I’m Re-evaluating Remote Work
After a few years of operating under a hybrid model, we decided to take a step back and reevaluate how remote work has really impacted our team. Like many others, we made quick decisions during a time of necessity. But now, with more research and real-world experience available, I wanted to better understand what’s working, what’s not, and how we can move forward in a way that benefits both the business and our people.
What triggered this deeper dive was a steady stream of requests from the team to work more from home—an understandable desire, but one that prompted questions about how it’s affecting well-being, productivity, collaboration, and long-term growth.
This is what I found and I’m sharing it here in the hope it helps other managers asking the same questions.
After four years of continuous research on remote work, a growing body of evidence from universities, governments, and productivity commissions reveals a complex but actionable picture. While remote work offers real benefits in productivity and well-being, it also comes with risks of social isolation, reduced mentorship, and gender disparities.
1. The Key Takeaway from the University of South Australia
A study covered by multiple news outlets (e.g., Black Enterprise) and led by researchers at the University of South Australia found:
- Remote work increases sleep quality and reduces stress.
- It boosts productivity when participation is voluntary.
- Workers feel healthier, more in control, and experience greater well-being.
⚠️ Note: While widely cited, the original study has not yet been made publicly available, so direct peer-reviewed validation remains pending.
2. The Benefits: What the Broader Research Shows
Higher Productivity
- Stanford & George Washington University + LSE (2025): Remote-capable federal workers were 12% more productive due to fewer distractions and flexible focus time.
- U.S. Government Accountability Office (2025): Telework boosts retention, reduces costs, and does not hinder performance.
Better Well-being & Work-Life Balance
- Australian Productivity Commission (2025): Hybrid work led to improved satisfaction and equal or better output.
- Harvard meta-analysis: Remote work reduces burnout and improves autonomy and job satisfaction.
Lower Turnover and Broader Talent Access
- Bureau of Labor Statistics: Employers offering remote options retain employees at higher rates and tap into diverse talent pools.
3. The Challenges: What You Should Watch For
Uneven Benefits
- Finnish Institute of Occupational Health (2024): Managers report increased pressure and disconnection, especially in trust-dependent roles.
Gen Z and Entry-Level Workers Struggle
- Times of India & U.S. Census surveys: Young professionals prefer hybrid work, citing lack of mentorship and visibility when remote.
Gender Equity Gaps
- Wall Street Journal: Remote women face slower career progression and less recognition compared to in-office peers.
Overwork & Isolation
- Academic research (arXiv 2021): Remote workers are prone to blurred boundaries, longer hours, and feelings of isolation.
4. Hybrid ≠ Magic Bullet
A hybrid model is often assumed to be the best of both worlds—but it must be done intentionally. Harvard Business Review warns that poor execution of hybrid work (e.g., lack of clear policies, undefined in-office purpose) can lead to worse outcomes than full remote or full office.
5. Recommendations for Managers and Leaders
To make remote or hybrid work successful:
- Offer Choice: Let employees opt in where possible—voluntary remote work shows the best results.
- Invest in Culture & Communication: Use async tools, regular check-ins, and transparent progress tracking.
- Mentorship Programs: Protect junior employees from being left out of informal growth channels.
- Measure Performance, Not Presence: Set clear KPIs and allow flexibility around how goals are met.
- Address Equity Concerns: Rotate visibility, promote fairly, and avoid proximity bias.
Remote Work: Balanced Benefits and Risks
Pros of Remote Work
- Higher productivity from fewer distractions (Stanford, LSE)
- Better sleep and health outcomes (Univ. of South Australia)
- Greater job satisfaction and autonomy
- Improved work-life balance when voluntary
- Lower turnover rates (US Govt data)
- Access to broader talent pool (esp. for rural or diverse hires)
- Cost savings for both employees and companies
- No measurable loss in performance in many knowledge jobs (US data)
Cons of Remote Work
- Reduced mentorship and career visibility, especially for junior staff
- Social isolation and weaker team cohesion (arXiv 2021 study)
- Harder onboarding and skill transfer for new employees
- Overwork & blurred boundaries, leading to burnout risks
- Gender equity risks – remote women promoted less (WSJ)
- Proximity bias – in-office workers often favored for promotions
- Manager strain and increased pressure (Finnish studies)
- Hybrid confusion if not well-structured; worst of both worlds
Where We Go From Here
There’s no one-size-fits-all answer when it comes to remote work, but the data is becoming clearer. While flexibility remains a powerful tool for attracting and retaining talent, it must be balanced with intentional structure, culture-building, and clear expectations. What also stood out to me is that outcomes vary across countries and cultures, some teams thrive in remote setups due to local work customs and communication styles, while others face more challenges that stem from cultural expectations around hierarchy, collaboration, or work-life boundaries. These are not just operational details, they’re deeply human factors that need to be considered locally. For us, this reevaluation isn’t about choosing sides, it’s about making informed decisions that align with our goals, team dynamics, and long-term health as a company. I hope what I’ve shared here helps others take a more thoughtful look at their own work setup.
Conclusion
Remote work isn’t a trend, it’s a feature of the modern workplace. Businesses that strategically structure flexibility while staying alert to hidden costs will have a significant edge in retention, performance, and adaptability.
Remote Work: Questions & Answers (Q&A)
What are the proven benefits of remote work?
Answer: Multiple studies show that remote work improves productivity, reduces burnout, and increases job satisfaction. It also offers companies access to a wider talent pool and often reduces employee turnover. Health improvements, including better sleep and mental well-being, have also been documented.
What are the main downsides of remote work?
Answer: Some of the most cited drawbacks include isolation, weaker mentorship for junior employees, overwork due to blurred boundaries, reduced visibility, and cultural proximity bias. These challenges can impact collaboration and career progression if not properly managed.
Does remote work reduce company performance?
Answer: No. Research indicates that, for many knowledge-based roles, remote work does not reduce performance. In fact, when remote work is voluntary and well-structured, productivity often increases.
What is cultural proximity bias in remote work?
Answer: Cultural proximity bias happens when managers unconsciously favor employees who share their cultural background or communication style—something that becomes more pronounced in remote settings. It can lead to unequal treatment or recognition.
Are hybrid models the best of both worlds?
Answer: Not always. Poorly implemented hybrid models can lead to confusion, resentment, or unequal team experiences. Success requires clear communication, structured collaboration, and shared in-office expectations.
Why is local culture important when designing remote work policies?
Answer: Work norms, communication styles, and expectations vary across cultures. A remote model that works well in one country may fail in another if it doesn’t align with local values around authority, collaboration, or work-life balance.
How can companies make remote work succeed?
Answer: Success requires intentional design. This includes clear policies, support for well-being, regular team check-ins, tools for collaboration, and manager training to reduce bias and improve remote leadership.
Why are women more at risk in remote work environments?
Answer: Studies have shown that women working remotely may receive fewer promotions and less visibility compared to men. This can widen gender gaps in leadership unless organizations actively counteract these effects through fair evaluation practices.
Sources Used
- UniSA News Release: "Remote work, reduced pay: are we willing to make a trade?” (2023)
Discusses employee willingness to accept pay cuts in exchange for remote work flexibility
Home - Stanford SIEPR: "The Evolution of Working from Home"
Analyzes productivity differences between fully remote, in‑office, and hybrid models
SIEPR - Forbes: "The Productivity Problem With Remote Work"
Examines conflicting productivity outcomes in remote vs. in‑office work scenarios
Forbes - Great Place to Work: "Remote Work Productivity Study" (2025)
Covers productivity trends across 800,000+ employees in a two-year study
Great Place To Work® - U.S. Bureau of Labor Statistics (BLS): "The rise in remote work since the pandemic and its impact"
Explores correlation between remote work prevalence, productivity, and costs
Bureau of Labor Statistics - Stanford News: "Remote work endures more in English-speaking countries" (2025)
Highlights the cultural influences on remote work adoption globally
Stanford News - Barron’s / News Summary: "Trump’s Return-to-Office Push Could Make the U.S. Less Efficient"
Reports on a GWU-LSE study showing a 12% productivity increase among remote federal staff TIME
