Yet this enthusiasm has made frank discussion of the downsides of remote working extremely rare. We need to understand the physical and psychological impact of remote working – both so remote workers are aware of the risks involved, and employers can provide proactive support to try and minimize them.
For the telecommuting model to work for the long-term, it needs to be appreciated in its entirety. Here are some of the most frequently overlooked challenges of working remotely – as well as the practical solutions which can help us improve the remote work experience.
Challenges of working remotely
The 2019 State of Remote Work Report showed that while people were overwhelmingly positive about working remotely, they felt it came with some serious challenges. Most common among these was the difficult unplugging from work.
By bringing work into your home, working remotely can blur the boundaries between the workplace and personal life, making it more difficult to separate work from leisure time. As a result, many remote workers can end up working unconventional hours, leaving it hard to switch off entirely at the end of a work day.
In parallel with this, research has indicated that remote workers can feel guilt and a sense of indebtedness to their employer due to the flexibility provided, leading to longer working hours as a form of repayment. On average, remote workers log four more hours of work a week than their on-site counterparts – clearly, higher productivity can come at a cost.
If remote workers don’t manage their time properly and create personal boundaries, they can be at risk of overworking and burning out.
Remote workers can also suffer from loneliness. Moving away from a traditional office setting and working at home reduces the huge social aspect of work. While they may seem innocuous, coffee breaks, group lunches and office jokes are an important mean of bonding and building connection. Telecommuting risks removing this sense of community and support network.
Many of the benefits of remote work are actually eroded whenever the set-up makes employees feel isolated. Studies reveal that loneliness leads to lower productivity and performance, and lonely remote workers are more likely to quit. The freedom of remote quickly becomes hollow if a sense of belonging isn’t developed.
Alongside emotional isolation, telecommuting can also cause opportunity isolation. Being out of sight means that it can be harder for good work to be noticed and feedback given. On average, full-time remote workers are 29% less likely to agree that they have reviewed their major successes with manager in past 6 months.
And there’s a dangerous knock-on effect to this informational asymmetry: remote workers find it harder to receive recognition. This is not only harmful for self-esteem but also creates a natural disadvantage when it comes to being considered for promotions and career progression.
Failing to judge remote workers equally to those based in-house can force employees to make a choice between the benefits of telecommuting and career progression.
Making "remote" work
None of these challenges are insurmountable. Managed the right way, remote workers can experience the benefits of flexibility without negative emotional and professional side effects. Here are three practical steps every business can take to improve the remote work experience.
Make remote work visible and regulated
Investing in tools which help remote workers visualize their time and schedule work intelligently helps remote workers towards a healthier work-life balance. It also aids team collaboration by showing what everyone’s working on, and helps managers understand remote worker contributions.
There are lots of tools that can help with this – like planning apps, activity journals and to-do lists – but the easiest and most thorough solution lies with automatic time tracking. Instead of making remote workers take notes and keep timers for all their activities, automatic trackers can record everything they work to a private timeline for them.
Intelligent tags break down the time they spend on different tasks, making it easy to build a more effective schedule, and planning features then help put that into a manageable daily structure. Some even use AI to create accurate timesheets to share with managers for you! Best of all, remote worker capacity can be accurately tracked, so excessive workloads can be proactively addressed and overtime fully regulated.
The benefits of meeting face-to-face should not be underestimated. It has been shown that employees who go into the office at least one day a week are the happiest. This is something that should be encouraged, wherever possible, so that the benefits of on-site and remote work can be combined.
Of course, things get harder when employees are located all around the world, but you still have options. Annual company meetups help build a stronger sense of community and give many colleagues a change to meet in-person for the first time, boosting a sense of belonging which helps employees become more engaged in their work.
When back in your various locations, continue to hold regular remote team building activities. It’s all about keeping people talking – helping colleagues learn about each other and creating opportunities for self-expression. Beyond that, financially support you remote workers to access local co-working spaces. While they might not want to work there every day, it gives them the option to create a small professional community of their own.
Finally, get serious about your recognition practices. One of the simplest ways of encouraging feedback is through regular check-ins – it helps remote workers feel you actually take their input seriously by protecting space for regular direct communication. Reward schemes can also be useful but should be tailored to remote workers, so that they don’t end up with a gift card that can’t be used in their local area.
But to make a real impact, you need to go beyond this and publicly acknowledge good work. By sharing information publically, the wider team knows that a project has been a success and remote people feel more visible. It also reduces the chances of remote workers being overlooked for promotions and helps your whole team collaborate better – knowing someone is a master at something helps connect people to the right skills.
Remember, your remote workers should enjoy the exact same status and privileges as their in-house colleagues. Wherever people feel disconnected, undervalued or disadvantaged, ‘remote’ won’t work.