Reasons Employees Prefer Remote Work

For many people, working remotely isn’t just a convenience—it’s a lifeline. Stories like Ashley’s, where returning to the office means an extra $13,000 in yearly expenses, are a reminder of how ridiculous return-to-office mandates can be. It’s not about being lazy. It’s not about wanting to avoid pants or skip a commute. It’s about the real, unavoidable financial strain that these mandates impose. Think about it: Childcare costs: Remote work often allows parents to better balance work and family life without shelling out thousands for extended daycare. Pet care: For pet owners, returning to the office can mean paying for walkers, sitters, or daycare—costs that didn’t exist while working from home. Commuting: Gas, parking, tolls, and the ever-present threat of inflated prices add up fast. Ashley’s situation isn’t unique. According to LendingTree, the average worker spends over $5,700 annually just getting to and from work. Add childcare into the mix, and families are dedicating upwards of 24% of their income to accommodate a schedule that they didn’t choose and doesn’t improve their productivity. For single parents, that number can climb to nearly 50% of their income. And let’s not ignore the bigger picture: Remote work has proven benefits for productivity. Research shows that people working from home often achieve more in less time while saving up to $6,000 annually. Remote workers contribute just as much (if not more) to their companies, and they do it while balancing responsibilities more effectively. So when companies enforce return-to-office mandates without raises to offset these costs, what they’re really doing is handing out pay cuts disguised as collaboration opportunities. Ashley said it best: “It’s not because we’re lazy. It’s because, in many cases, it’s a massive pay cut.” For employees, especially those with kids, tight budgets, or unique needs, remote work isn’t a luxury—it’s a necessity. It’s time to stop painting remote workers as unmotivated and start listening to their very real concerns. Returning to the office isn’t just a schedule change; for many, it’s a financial and emotional blow they simply can’t afford. Companies need to do better—for their employees, their productivity, and their bottom lines.

Apparently working from home is still #controversial enough to warrant an ongoing debate… Interestingly, the debate isn’t: “WHAT ARE WE SUPPOSED TO DO WITH ALL OF THIS LEASED OFFICE SPACE IN PRIME LOCATIONS?!?!” But instead: “Can employees be trusted to get their work done if left unsupervised?!” And the #RTO mandates (and justifications) are focused on efficiency, productivity and optimization. To that end, #Barron’s recently published an article on the impact of remote work on productivity. The article sites the Bureau of Labor Statistics, which stated that 1/3 of Americans worked from home in 2022 (+25% from 2019). However, the data also revealed that those WFH employees logged 2.5 hours less per day than those in the office. And hours worked = productivity! Right? RIGHT?! 🙄 Nah. Let’s break it down: 🕒 Time is Not the Sole Indicator of #Success: #WFH has highlighted that outcomes can't be measured by the number of hours logged. Because remote work allows employees to optimize their productivity - leveraging peak hours of focus and creativity - it leads to increased efficiency. Let's not forget that #quality output trumps #quantity output. 💡 Empowering #Efficiency with #Technology: We all work in #tech now, it’s become a seamless part of our everyday existence (and it’s only going to expand, I’m looking at you #AI). Don’t be scared, technology is a friend - making remote collaboration seamless and instantaneous. It also empowers us to connect with colleagues across borders, fostering diversity and new perspectives. By removing the physical barriers of the office, we create an environment where creativity and innovation #thrive. 💚 Nurturing #MentalHealth & #Wellbeing: WFH has also positively impacted mental health. The flexibility to create a personalized work environment, minimize commuting stress, and maintain a better work-life balance (lunch w/ kids/partners/pets) - all significantly affect our emotional wellbeing. 🌈 Embracing #Neurodivergence with #Inclusivity: Remote work champions diversity and inclusion, offering a level playing field for #neurodivergent workers (#ADHD 🙋🏻♂️ holla!). For those with different processing styles, the home environment allows for adaptations that may not be possible in a traditional office setup. Embracing neurodiversity not only enhances productivity, it fosters a more empathetic and understanding workplace. ⚖️ Striking the Perfect Work-Life Balance: Remote work empowers employees to better integrate their personal and professional lives. It enables workers to be present for life's key moments while staying dedicated to their careers. Feel free to come at me on any of the above - that’s a worthwhile debate IMHO - but let’s please stop making arguments for RTO by twisting arbitrary data to fit a false narrative. What do you think? Are you pro-RTO? Pro-WFH? Pro-hybrid? -- #remotework #flexiblework #diversityandinclusion #worklifebalance #returntooffice #workfromhome

What would motivate you to take a 3.9% pay cut – with a smile on your face? For many, it’s simple: flexibility to work from home 2-3 days a week. According to WFH Research, this trade-off is so compelling that many employees are willing to sacrifice a portion of their salary to avoid the grind of commuting 5 days/week and reclaim control over their time. Framed differently, if you ask employees currently working remotely 2-3 days/week to return to the office 5 days/week, they'd demand a 7.6% pay increase. [1] That’s right, flexibility isn't just a "nice to have" – it has real $$ value. And it’s a win-win, too. On one hand, employees get the flexibility they crave, which boosts their productivity and happiness. On the other hand, employers can cut costs on real estate and office supplies, reduce employee turnover, etc. I’ve also anecdotally observed that less commuting means fewer sick days (though I don’t have a formal study to cite…yet). Companies that strike the right balance between remote and in-office work have a huge strategic advantage. Those that cannot? They risk falling behind, losing talent to organizations that embrace flexibility and invest in the cultural, policy, and infrastructure shifts to support it. This isn’t just a trend – it’s a massive opportunity. The next generation of disruptive startups is already seizing it. Are you?

Perks of remote work include things like wearing comfy clothes and having the best office snacks, but that's not why I love working remote. Some of the biggest benefits for me include: -Getting to coach my son's tee ball team -Volunteering in my community as a CASA -Driving my mom to her medical appointments -Being able to let my aging dog out more regularly -Having the time and energy for building a 6-figure side hustle as a content creator Could I do those things if I worked in an office? Maybe! But it would be a lot harder if I were losing 2 hours a day to commute, had a harder time finding private space, etc. Should companies want employees who are more active and engaged in their communities, and less stressed about managing logistics back home while sitting at the office on Zoom calls? Absolutely! Anyone who is resentful about being asked to do something performative while trying to navigate tricky situations at home isn't giving you their best work. If your employees are asking to work from home, it's not so they can sip wine during your 1:1s or stream Netflix all day (though if they are delivering strong work, I'm not sure why this would bother anyone). It's likely because they have legitimate responsibilities at home. Or health conditions that make traveling and working the office a burden. And working from home can help them deliver great work and manage their home responsibilities. And what does the company get in return? -Employees that are more loyal to their employer -Employees that advocate for their employer and refer their friends regularly -Employees that are more focused and engaged during the work day -A far greater candidate pool so they can hire the best person for the job Seems like a win-win to me!!

Remote work is not about being lazy; it's about having the flexibility to be present for loved ones. Remote work is the best thing to happen to families today. Here's why: Flexibility: Parents can run kids to school, soccer games, you name it—remote work fits around that like a glove. Need to attend a midday recital? No problem. Remote work allows for a schedule that adapts to family needs, making it easier to be there for important moments. No Commute: Hours-long commutes? They don't exist. Hundreds of hours wasted pointlessly in traffic? Now, they're family time. Priceless. Imagine turning those stressful, time-consuming commutes into quality time with your loved ones. Cost Savings: Tons of money saved, too. Less shelled out for gas, three-piece suits, and full-time daycare. All that represents more money in your pocket. Plus, with remote work, you can prepare meals at home, reducing the need for expensive takeout or dining out. Increased Family Time: You'll spend way more time at home, too. Remote-working parents aren't just names on a school form anymore; they're there, in the thick of it, day in and day out. This increased presence helps build stronger family bonds and allows parents to be more involved in their children's lives. Better Work-Life Balance: Because remote work's not just a job thing.... it's a family thing. Balancing life, work, and everything in between…that’s an employee benefit if I ever saw one. Remote work can lead to better mental health, as it reduces stress and provides more opportunities for relaxation and personal hobbies. Environmentally Friendly: Remote work also means fewer cars on the road, which reduces traffic congestion and lowers greenhouse gas emissions. By working from home, you contribute to a cleaner, greener planet. Health Benefits: Less time commuting and more time at home can lead to a healthier lifestyle. You have more time to exercise, prepare healthy meals, and get adequate rest. Remote work can also reduce exposure to illnesses, as you're not in close contact with numerous colleagues daily. Remote work offers unparalleled benefits that enhance both family life and personal well-being. It's not just a way to work; it's a way to live better...

Most people aren’t chasing dream jobs anymore. They want flexible jobs to fuel their dreams. With companies everywhere pushing their people back to the office, Spotify’s decision to stay remote is a breath of fresh air—and a wake-up call for the rest. And here’s why that choice matters. Studies show remote work doesn’t just boost morale; it improves productivity. A recent Stanford study found that remote employees were 13% more productive and took fewer sick days than their in-office counterparts. Another report by FlexJobs revealed that 65% of professionals say they’re more productive at home, with fewer distractions and less time lost to commuting. The benefits are clear: 𝗕𝗲𝘁𝘁𝗲𝗿 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵: Remote work reduces stress and burnout by eliminating daily commutes and creating flexibility. ↳ A 2022 Gallup poll showed that employees who work remotely or hybrid are significantly less likely to feel burnout than those in-office full-time. 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝗝𝗼𝗯 𝗦𝗮𝘁𝗶𝘀𝗳𝗮𝗰𝘁𝗶𝗼𝗻: People who work remotely report higher job satisfaction rates. ↳ It’s no wonder, given that they have more control over their schedules and can prioritize family time, hobbies, and personal growth. 𝗖𝗼𝘀𝘁 𝗦𝗮𝘃𝗶𝗻𝗴𝘀: The average employee saves over $4,000 annually by working from home, thanks to reduced commuting and work-related expenses. ↳ Companies, too, save big on overhead—adding flexibility to reinvest in what matters. Spotify understands that these benefits aren’t just about morale; they’re about building a workplace where people thrive. While you look to progress in your career, consider this: - Find roles that respect your time. - Seek to prioritize mental health and life quality. - Turn passions into income streams aligned with you. You don’t need to climb the corporate ladder to achieve wealth and stability. But you do need a work-life structure that supports your mental health. Here’s how I’d build that structure: 1. Grow your Distribution – Start before you're ready and grow your LinkedIn, launch your YouTube with a video podcast, grow your audience. 2. Start a Simple Service Business – Identify a skill you excel in and offer it to clients. 3. Develop a Digital Product – Package your expertise into an online course, eBook, or other format that can create passive income. People today aren’t looking for dream jobs. They’re looking to design dream lives. And as Spotify has shown, it starts by creating a work environment that works for you. What are your thoughts? ♻ Repost if you agree. ➕ Follow Nico for more on growth & career.

Business leaders think the people who won’t return to the office are unproductive and are afraid of being discovered. In reality, being back in the office makes it easier to look busy. RTO incentivizes people to test the job market, and top-tier employees have the easiest time finding new roles. Business leaders will feel the sting of RTO’s unintended consequences in a year. The best data scientists and engineers (really every role) see remote work as part of their compensation package. It costs businesses nothing to provide and is an advantage in the race for AI talent. Remote work encourages a diverse talent pool and supports people with families to care for. It improves productivity by preventing a lot of the cubical culture-driven burnout causes. Most remote employees spend the 1-2 hours that used to be their office commute getting work done. Remote workers don’t miss early morning meetings because of traffic or snow. If the work gets done, who cares where it gets done? If teams collaborate effectively, who cares where they sit? I understand the motivation. Most companies are overstaffed, and teams are slowed down by people whose only job seems to be making work for everyone else. RTO won’t solve that problem. If anything, cube and conference room cultures create more overhead while adding no value to the business. Bloated middle managers thrive in the office.

NEW remote work survey results 👀 BetterUp surveyed 1,400 full-time U.S. employees who were mandated to return to the office. Here's what they found: Financial Burden: The average employee spends $561 monthly on transportation, additional child and pet care, and domestic assistance. 1. Biggest Challenge: Commutes of 30 minutes increase stress and anger. Commutes of 45 minutes or more negatively impact overall well-being, daily mood, and health. 2. Second Biggest Challenge: Losing the flexibility to manage home tasks, like accepting deliveries or doing laundry between meetings, is a significant issue. Even small time savings are crucial in our busy lives. CEO Objections: But what if remote workers multitask instead of working? Research shows remote work is a net gain for organizations, with employees contributing more total hours. The Takeaway: Forcing remote staff back into the office can significantly disrupt their lives. If facing this transition, advocate for what you need—agree? #RemoteWork #ReturnToOffice #WorkplaceWellbeing

New for Business Insider: It turns out that remote work is still valuable — at least for prospective employees. A new FlexJobs survey of 4,000 workers in the US, conducted in February 2024, found that workers are clamoring for work-from-anywhere roles. If every employer offered a remote-work policy, per FlexJobs' polling, 75% of workers would take them up on it. And they're willing to pay for that ability: Half of workers surveyed said they would take a pay cut for the policy. And it's not just pay that workers are willing to forego. Around a fifth of workers said they'd increase their working hours to work from anywhere, and 15% said they'd even give up their vacation days.

Long commutes are more than just a nuisance; they significantly impact employee productivity. According to the latest Cushman & Wakefield's Experience per Square Foot™ December Insight, 67% of employees with long commutes report lower #productivity levels, with significant drops in their ability to perform their best work, collaborate, and maintain focus. The report—link is in the comments—emphasizes that the primary reason employees choose to work remotely is to avoid long commutes, with 61% of employees citing this as their main motivation. To make matters worse, over the last several years there’s been a trend for moving further away from urban cores thus increasing the percentage of the workforce with long commutes. Commuting challenges have always been a part of office life, but their importance has increased as remote work becomes a stronger competitor. Traditional #workplaces often struggle to provide compelling reasons for employees to make the #commute worthwhile. To earn the commute with a work environment employees choose to work in rather than be mandated to, it is essential to align the workplace with its primary purposes: fostering collaboration, building relationships, and socializing. However, only about half of the workforce believes that their current office environment supports these key purposes. This gap presents a significant opportunity for organizations to improve their #workplace to better meet employee needs and provide a way of working they can’t obtain remotely. Otherwise, the are competing with home with a legacy space that provides the same purpose as home—and will lose. #Hybrid #RemoteWork #RTO