What Is Remote Work?

What Is Remote Work?

Remote work is changing everything, from how we approach work-life balance to the ways we communicate and even how we measure productivity. The “great remote work experiment” has reshaped many of the rules that once dictated the boundaries of our professional lives. 

Companies have implemented new policies on remote and hybrid work, and 53% of U.S. survey respondents say they plan to continue working from home at least part-time. It’s clear that the future of work will involve remote, co-located, distributed, and borderless workforces using digital tools to stay connected and productive. 

But what is remote work, really, and what are the benefits and challenges of long-term remote working? In our remote work guide, we’ll cover all that and more. Wrike’s guide to remote working will also offer tips on how to transition to remote working if you’re just starting out — plus ways to optimize your WFH experience. But first, let’s start with the basics.

What does remote work mean?

Wondering exactly what is working remotely? Here’s the simplest remote work meaning: Remote work describes a professional environment in which employees can work from home or any other location outside their company’s physical office. Oftentimes, that involves creating a workspace at home. However, working remotely can extend beyond the confines of your living space. 

For example, remote work is a popular option for “digital nomads” who spend their time working while also traveling full-time. In this case, instead of working out of a home office, they may instead work out of hotels, beach clubs, coffee shops, or even airport lounges. 

Previously, working remotely in this way would have been challenging — mainly because of technology and resource constraints. Now, collaboration tools like Slack, Zoom, and Wrike have helped bridge that technology gap, enabling more people to work remotely and collaborate on the go. 

So, what types of jobs can be done remotely?

Broadly speaking, remote working is an option for businesses across many industries. Remote work is often accessible for businesses and job roles where the bulk of the work can be done online or on a local device. Jobs where the majority of the work is done in person (e.g., sales clerk, postal worker, ER doctor, construction worker) are not typically jobs that lend themselves to remote working. 

However, some businesses can face other barriers when transitioning to remote work. Companies that handle client data may have to consider significant measures to avoid breaches and remain compliant with laws like GDPR.

Some jobs can also be modified to fit a remote work structure. For example, most HR professionals are used to carrying out their duties in an in-person capacity. However, the quick adoption of widespread virtual interviews and onboarding has meant that this industry can hire remote talent while they themselves are working remotely.

When it comes to the best work-from-home and remote jobs, Flexjobs has identified the following as the five most popular roles for remote workers:

• Accountant 
• Engineer
• Teacher/Tutor/Instructor
• Writer 
• Consultant

What does fully remote mean?

You might see a job or even an entire organization described as fully remote, meaning an individual, team, or company that is not based out of a centralized office location. For example, a team may have a “fully remote” member who works remotely all the time while their colleagues work from an office. Conversely, an entire team or company may be fully remote, meaning that no employee attends an in-person office location. 

Fully remote companies are on the rise, too. Well-known businesses like Buffer, Zapier, Hubstaff, and GitLab are all examples of how to make 100% remote teams work.  

Why are fully remote teams good for companies? 

Probably the most compelling argument for fully remote employees and business are the lowered costs. As Forbes points out, American Express saved $15 million in real estate costs by implementing a flexible work program where employees could indicate whether they preferred to be “hub” (office-based), “club” (occasionally office-based), “home” (work from home), or “roam” (traveling) employees. 

While American Express is the enterprise example, lower overhead costs are clearly the ideal scenario for startups and small companies with a business model that is amenable to remote-first hiring. 

More benefits of fully remote teams include diversity and access to a wider talent pool. Work opportunities based out of large, expensive cities can be a barrier to entry for many who may be qualified and talented but unable to relocate for any number of reasons. Fully remote work opportunities can help break down some of these barriers. 

On the other hand, fully remote workers can sometimes struggle with issues like loneliness and burnout. Fully remote teams may also find that they have to be more intentional in their efforts to cultivate a strong workplace culture, especially if employees are working across time zones.

How does working remotely benefit employees?

McKinsey research shows that, when employees have the opportunity to work from home, a whopping 87% of them take it. Much of that is owed to the flexibility remote work provides. 

Working from home means people can better integrate work with their daily lives – pausing during the workday to change a load of laundry or walk the dog. A study conducted by Slack found that fully remote workers feel the most satisfied with their work-life balance, while entirely in-office workers are the least satisfied. 

Many remote employees also appreciate the lack of interruptions when working remotely. While there are still home-based distractions to avoid and deal with, workers aren’t constantly sidetracked by conversations with colleagues or other common office scenarios. Plus, remote workers save time (and stress) by not having to commute to their workplaces. 

This means many remote workers also feel like they’re able to get more done during the workday, with 62% of workers admitting they feel more productive when working remotely. Only 11% say they feel less productive. 

Remote work also benefits employees in terms of accessibility – in more ways than one. Workers are able to access companies and roles that are the most interesting to them, regardless of location. And, in particular, employees with disabilities face fewer barriers with remote work, including avoiding transportation challenges or dealing with a lack of the right office accommodations. 

What does hybrid work mean?

Hybrid remote work combines the structure of a traditional office with the flexibility of remote working. In a hybrid work environment, employees are able to work from home multiple days a week while also coming into a physical office when needed. But you may be asking yourself, "Why would someone want to be a hybrid worker?"

At the same time that the global COVID-19 pandemic forced employees into makeshift home offices, it also had the effect of changing the day-to-day responsibilities of many global workers. According to the Brookings Institution, more than 23 million working parents in America do not have an available caregiver for their children. When childcare is not available, working parents can benefit from increased flexibility in the workplace. 

A hybrid work environment takes into account both the realities of workers’ evolving responsibilities at home, as well as the “Next Normal” of socially distanced offices, staggered work schedules, and advanced hygiene protocols.

For many who face issues around stress and social anxiety, a hybrid work environment may also present a more inclusive approach to work. In fact, Mental Health America found that, in one survey, 77% of respondents said flexible work would make them feel healthier in a work environment. 

From an economic standpoint, the benefits of a hybrid work environment are also clear. Staggered schedules mean a lower demand for desk space and a reduced need for expensive, sprawling offices (and the rents that come with them). 

• 62% of Google workers say they want to return to the office at some point but not every day of the week. Meanwhile, 10% say they don’t want to return to the office at all.
• JLL found that office leasing volume in the U.S. dropped by 53.4% in Q2 of 2020.

What is a remote worker and how do people work remotely?

People work remotely in many different ways. Some work from home while others work from coffee shops or co-working spaces. Some even work while traveling and on the go. 

Generally speaking, it’s not necessary to have an elaborate work-from-home setup to be an effective remote employee, though a designated workspace is recommended. What’s more important than ergonomic desk chairs, double monitors, and an HD camera is your approach to remote work. For some, the transition might be an easy one. For others, there may be an element of creating and optimizing new work routines and generally adjusting to life outside of a busy office.

Remote work best practices

Remote work offers a lot of benefits for both employers and employees. However, implementing it isn’t as simple as allowing everybody to work from home — you need the right groundwork to ensure your business operations still run smoothly, even when your team is spread out.

• Find the right tools: A lot of team collaboration already happens with digital tools. But keep in mind that, with a remote team, you might not ever gather around the same conference table or physical whiteboard. You need the right tools in place to support everything from remote project management to team communication. At the bare minimum, most remote teams opt for an instant messaging platform, a video conferencing solution, and collaborative work management software. You might need other digital tools depending on your team’s unique needs.
• Align expectations: Teams need to be on the same page about what remote work means and how it will function. It’s not necessarily synonymous with flexible work, so clarify whether employees have flexibility in only where they work or if they get to choose where and when they work. Additionally, how will performance be measured when they’re no longer in the office? What communication guidelines should everybody abide by? Clearly define your expectations and then work with the team to establish various policies to support those.
• Maintain team culture: One of the biggest complaints about remote work is that it’s difficult to maintain any sense of cohesion or team culture. Leaders need to make a conscious effort to keep team bonds strong when employees are no longer co-located. From virtual happy hours to Slack channels dedicated to outside interests, offer plenty of opportunities for team members to connect with each other outside the demands of their daily to-do lists.
• Establish and uphold trust: Trust is one of the most essential ingredients for getting remote work right, but it can be hard for managers to maintain a high level of trust with employees — particularly when they can’t walk by their desks or look over their shoulders. While some companies use digital monitoring software to keep tabs on employees, that can make workers feel micromanaged and even disrespected. Instead, find other ways to maintain open, honest, and trusting relationships with employees, like scheduling more frequent one-on-one check-ins or clearly defining goals and outcomes together (and not getting so hung up on the process of accomplishing them).
• Regularly seek feedback: Even though remote work has been steadily gaining traction, it’s still a relatively new experience for a lot of teams and it can feel like a drastic shift from the traditional in-office work many people have been accustomed to. Related to the above point about trust, commit to the learning process by regularly asking for feedback from employees. What about the remote work arrangement is going well? What are they struggling with? What would they change? Asking employees for insights is one of the best ways to get actionable information you can use to improve. 

Why is the perception of remote work changing?

The way people view remote work has come a long way in a relatively short amount of time. This is partially due to improvements in technology and tools that allow employees to do their work from anywhere.

Previously, flexible and remote working was seen as more of a “perk.” Now, HR leaders recognize that companies with flexible remote work policies can attract and retain top talent. In fact, 80% of workers said that, when faced with two similar job offers, they would turn down the one that didn’t offer flexible working opportunities.

The change in perception of remote working may also be attributed to a generational difference between workers. Millennials and Gen Z employees view remote work differently than their older counterparts. This is evidenced by the three-fourths of Millennial and Gen Z managers who say they have members of their team who work from home a significant amount of the time, according to CNBC. 

Of course, the elephant in the room and a huge factor in why some employers are viewing remote work differently than they once did is because of the Coronavirus. Previously, many workplaces had firm “no work from home” guidance. However, as the pandemic made office work untenable, these companies were forced to revisit their views and create employee work-from-home policies for the first time ever.

Remote working represents an advancement of the modern workplace. It takes into account the needs of the employee, the reality of local and global events, and the evolving attitudes about wellness and work.

What do employers need to know about remote working?

Firstly, employers need to understand the value of remote and flexible working. Remote working allows employees to skip long, uncomfortable commutes and minimize workplace distractions. It also opens up the talent pool to new and working parents, folks with disabilities, and workers who live outside of expensive metropolitan hubs. As previously mentioned, American Express also experienced significant real estate cost reductions when it implemented its flexible BlueWork program.

From a practical, day-to-day standpoint, employers should also understand that remote workers require efficient ways of communicating, collaborating, and managing their work productively. Tools like Wrike do just that.

The right digital tools are as essential to remote work as high-quality headphones and a reliable pair of sweatpants.

Wrike’s all-in-one work management solution is the ultimate support system for remote workers. The visibility of tasks, integration with hundreds of tools, team dashboards, and clear custom workflows allow remote workers to manage their duties, even when based outside an office. 

Wrike pulls together everything for your team or entire organization — project plans and timelines, files, calendars, conversations, budgets, status updates, and more — in one centralized and accessible place. No more digging through endless email threads, missing deadlines, or losing track of important information.

Wrike enables effective knowledge-sharing, streamlines collaboration and communication, and boosts transparency on in-office, hybrid, and fully remote teams. With Wrike, you can easily access the information you need on any device, whether you’re working from the office, your couch, or a coffee shop.