The Rise of the Remote Worker

There is a pain point in American work life that enjoys the attention it garners, yet it cannot ever produce a consensus, even among most HR managers. The typical buzzwords are thrown around, words such as, “telecommuting”, “work-life balance”, or “WFH”, and the like. But what are the Pros and Cons of hiring a remote employee?

Most office workers have come to enjoy the pace of home office life and find the commute (if any) and routine to be much more agreeable to their lifestyle. Most business owners can agree that not having a full office, means that they can look forward to having a smaller office footprint, and spending less on supplies, equipment, and office rent. But is there a point where productivity suffers, because of the lack of “camaraderie”?

The advantages of choosing a remote worker are:

- a geographically expanded talent pool

- enhanced productivity and diversity

- savings on costs of commute for the worker, as well as business costs for the employer

The drawbacks of choosing a remote worker are:

- less interaction, communication, and camaraderie

In the book Bowling Alone by Robert D. Putnam, he speaks of the social phenomenon of isolation, and in the 20 years that have passed since his publication, this anxiety has only increased. In a glimpse into the notion of the Network Society, when it comes to media, we see how our global and social networks are being broken down by ideology and politics, with an increased desire to silence the other “tribes”. And although some have completely immersed themselves into their echo chambers, the workplace was one of the last places you could have an affable acquaintance, and even a friendship, with someone that doesn’t particularly share your views. Because it’s far harder to be displeased with someone you’ve collaborated with, than to be hostile with text on a screen. The hybrid model appears to be popular, but for the truly remote worker, how can one measure engagement and assure that they understand that they are a valued part of the team?

One might suggest that it would be appropriate to reach out to a remote worker, and treat them like you would, say, a client. Would a business owner reach out to a client once a year or less, to “check in and ask how the family’s doing”? Would they ignore their clients because everything seems to be “running smoothly”? Business development and client relationship management is a constant task, and asking the right questions, while introducing a safe space, where you can respectfully maintain boundaries, but reach out to speak about the work, its processes, and the employee's unique approach, would assist both sides in feeling included in the shared goal of producing good work. It need not be intrusive or time consuming, and although the landscape and geography of the work has changed, the need to feel a part of a whole in what one delivers for the collective, has not. The need for engaged employers will only grow, and one will need to become creative in meeting the challenges yet to come in the 21st century.