While the COVID-19 pandemic forced a move towards remote work, with many still favoring a remote-first approach, more recently, the concept of ‘work from anywhere’ (WFA) has emerged as a transformative force in the world of business. It’s still far from the norm, but an increasing number of businesses are empowering their employees to take complete ownership of their locations. 

Often misconstrued as an opportunity for endless ‘workcations’, WFA actually empowers complete flexibility and delivers immense work-life balance. If, for example, you have family all over the world, your partner travels a lot for work and you want to join them, or your kids live across the country, WFA enables you to spend time with loved ones at no detriment to delivering in your role.

If you’re considering WFA for your business, you’ll be wondering about the potential pitfalls that need to be carefully considered. Let’s explore the pros and cons of ‘work from anywhere’ models for your business.

The benefits:

• Enhanced Flexibility: 59% of employees in the US want to continue remote work long term. The primary allure is flexibility; employees can work from diverse locations, eliminating the need for commuting and adhering to rigid office hours.

• Improved Productivity: Contrary to fearmongering from those insisting we should all return to the office, remote work often results in increased productivity. In fact, remote employees tend to work longer hours and are 13% more productive than their in-office counterparts. Reduced distractions and the absence of office-related interruptions play a significant role.

• Cost Savings: For both businesses and employees, remote work equates to substantial cost savings. Businesses have an opportunity to reduce spend on office space as a minimum. For individuals, you lose costs for commuting, work attire, and daily meals. The average employee can save approximately $4,000 annually by working remotely.

• Access to Global Talent: The ‘work from anywhere’ model expands your talent pool beyond geographical constraints. Businesses gain access to a diverse range of skilled professionals, promoting innovative solutions and ideas.

• Environmental Benefits: Remote work contributes to a reduction in carbon emissions, and decreased commuting results in less traffic congestion and lower energy consumption. According to the U.S. Energy Information Administration, energy consumption declined significantly during the pandemic due to remote work arrangements.

The challenges:

• Social Isolation: One of the most significant drawbacks is the potential for employee isolation: 22% of remote workers struggle with loneliness. The absence of face-to-face interactions has potential impacts on team cohesion and morale, so virtual events and team building sessions are crucial.

• Communication Challenges: Despite advanced technology, communication gaps can persist in remote settings. The absence of in-person interactions may lead to misinterpretations of written messages. Ensuring clear and effective communication becomes paramount. Try setting processes to manage how teams interact: when is it an email, a slack, or a meeting? Can you replace in-person strategizing with tools like Miro and Notion? Ask for feedback on where the gaps are and work to fill them to eliminate communication issues.

• Work-Life Balance: The flip-side of the work-life balance remote working affords many comes in a lack of boundaries. For those working from home – or wherever they may be – creating defined working times is more challenging, with figures suggesting remote workers contribute three hours more per day than their office counterparts. Encouraging your team to establish firm boundaries – including when and where you work – are crucial to preventing burnout.

• Security Risks: Remote work can expose businesses to cybersecurity vulnerabilities. Cyber attacks surged during the pandemic, with phishing attempts increasing by 600%. Robust security measures (a combination of policies and software) are imperative to safeguard remote work environments.

• Inequality and Disconnection: Not all employees can seamlessly embrace remote work. Lower-income workers often lack the necessary resources and flexibility to create a suitable home office environment, with recent graduates often living in house shares or with parents. This can exacerbate income inequality within an organization.

The right fit?

While the pros and cons of ‘work from anywhere’ may appear balanced, most of the negatives can be offset with planning and support. ‘Work from anywhere’ is a trend that is here to stay, and its potential benefits cannot be ignored. Not least, the access to the best talent globally, without geographical restriction. 

A great way to mitigate several of the associated challenges is through providing professional coaching to your people (via online platforms, naturally!) Coaching provides invaluable guidance on boundary setting, fostering a sense of belonging among remote teams, and addressing the unique challenges posed by remote work. It also enhances communication skills, critical in a dispersed workforce. 

Implementing a ‘work from anywhere’ model requires careful consideration, and it’s certainly not suitable for every business. However, if you can facilitate WFA, you should: with the right support, strategic planning, and a focus on employee well-being, businesses can harness the potential of remote work and adapt to the changing landscape of the modern workplace.

Learn more about maintaining engagement in remote and hybrid settings.

The work environment post pandemic is becoming increasingly likely to be a hybrid between remote and office working.

In a recent PwC survey on remote working, less than one in five employees say that they would like to go back to the office as it was pre-pandemic. In addition, Gallup’s research shows that nearly 65% of US workers who worked remotely during the pandemic would like to continue to do so.

While remote work has its challenges, the advantages seem to have certainly surpassed its shortcomings. Perhaps the most important shift has been in people’s expectations of what work means to them. The blurred lines between work and personal life have also highlighted the growing importance of how work influences wellbeing.  

There are a few ways organisations and leaders can make a hybrid work environment a success:

Set clear expectations
In order to navigate this successfully, managers need to set clear and fair expectations about when people are expected to show up, either individually or as a group.

For example, when on-site presence is required or favoured, and when it is not, who gets access to what information and who needs to be in on certain decisions. Managers need to be honest with their own expectations too. When people are not expected to be in the office, managers need to ensure that team meetings are conducted uniformly on the same communication platform (such as zoom) even when part of the team is in the office.

Be fair
Building a culture of fairness in a hybrid work environment can be tricky. Remote employees may feel that their colleagues in the office have more opportunities to learn about what is happening in the organisation, and have an unfair advantage when it comes to being recognised and rewarded.

Managers need to be sensitive and inclusive about how they treat people. Blocking out time for one-on-one check-ins with all team members, regardless of where they are, is important to ensure fairness.

Make it fun
Many people miss the informal team bonding sessions, fun conversations and water-cooler time of the pre-pandemic work life. Find ways to bring back some fun and playfulness at work.

Set out times where there is no agenda, and teams can come together remotely to talk about their lives and interests outside of work. It is also important to make sure that these activities are open to all, regardless of their location. This helps people feel connected and have a sense of belonging, which enables them to be themselves at work.

Organisations should think of how they can leverage the learnings and experiences of remote work to intentionally plan for the future of work. The steps taken today will guide how work will be carried out in the future.

As organisations settle into new norms, they need to anticipate the shift in people’s expectations and priorities and consider how to adjust. This will be paramount to building a healthy and successful work culture.

In response to the uncertainties presented by Covid-19, organisations have transitioned to remote working. As a result, many companies struggle to find ways to maintain a cohesive culture and engaged team.

Gallup’s 2020 study showed that only 36% of employees in the US are engaged. This means employees “show up” at work but are less motivated or creative. Companies now must adapt to this new work environment to increase employee engagement.

With teams being remote, employees have limited opportunities for off the cuff interactions. This makes it harder to stay connected and engaged. However, there are a few creative ways to help remote teams get excited and motivated to perform at their best, even during tough times.

1. Emphasise Connectedness
   One-to-one check-ins and free flow team discussions can pave the way for social interactions and bonding times. This builds collaboration and engagement. To truly increase connectedness, these check-ins are opportunities to acknowledge employees and help create a space where they feel comfortable sharing their thoughts, ideas and concerns.
2. Appreciate and recognise efforts
   Every employee deserves to feel valued and appreciated at work. When employees feel like they are cared for and their efforts are being recognised, they feel more motivated and engaged.
   
   Not being in the same location means that there is less non-verbal communication which conveys most of our appreciation. This is why everyone has to make extra efforts to share their thoughts and express appreciation, even if it sometimes feels like over-communicating. Here, more is better!
3. Work-life balance is not a nice to have, it’s a must have
   Glassdoor 2017 survey found that 87% of employees expect their company to be supportive of their efforts to balance work and personal responsibilities. The sudden transition to remote working has left employees feeling anxious, concerned and stressed. It is important for employers and leaders to empathise with these struggles. Teams should be encouraged to take breaks and pursue their personal interests alongside work.
4. Embrace transparency
   In times of uncertainty, communication is key. Don’t talk only about wins, but also share vulnerabilities. Sharing information with employees and teams and being transparent about developments at work helps build trust and commitment.
5. Avoid working in silos
   A 2017 Stanford study found that employees who worked collaboratively stuck to their tasks 67% longer compared to their peers who worked alone. They were also more engaged and successful. Remote working can be isolating. It makes collaboration and building relationships with team members difficult, and working independently seems easier in comparison.
   
   However, this affects information sharing and priorities get misaligned. Creating opportunities where teams can have informal discussions and conversations helps reduce feelings of isolation and promotes a sense of belonging.

Remote working is the new normal. Organisations need to make it their mission to continuously adapt and respond to the changing needs of their teams. Prioritising engagement is a sure way to achieve growth, productivity and success.