Remote Working: Not One Size Fits All

According to Upworks reporting, 22% of the total workforce is working remotely in 2025. There are benefits for the employer and the employee,  but there are also challenges. There has also recently been a push for all employees to return to an office environment. But does that approach really contribute to productivity in all cases?

For younger employees, those just starting their careers, in-person connection, mentoring, and training can be very beneficial. It can provide a foundation for their careers in navigating through change and crisis and being exposed to other people in other parts of an organization in a less formal way. They may have an unscheduled talk with someone in the hallway, lunchroom, or elevator. It can also help them experience some of the more subtle physical cuing from others on their team that may not be visible on a virtual call. Being in-person is also an opportunity to connect with a company’s culture because they are immersed in it.

But is coming into the office really the best choice for all employees? For those who are neurodiverse, quiet spaces to work that they have more control over can result in better productivity. Some people work better in the afternoon into the evening, so standard office hours may not be the best for them. Employees who are caregivers often are grateful for the option to work from home. If an aide is late, it is not as disruptive to a career as if they are commuting to an office and need to be through the door at a particular time. Managing the care of someone ill can be easier if the employee is steps away from the person and also has the ability to work on projects, be on calls, and answer emails while providing care.

Also, for employees who have been with your organization for a decade or longer, they are already familiar with the company’s work culture, have built relationships within the organization, and have a better sense of when they need to reach out to a colleague.  

Some organizations still value hours in a seat versus real productivity. A remote worker is clearly sending emails and may be working within your company’s CRM system. It is easy to see if a remote worker is being productive. Also, if an employee is working directly with clients, client retention and any feedback from clients is easy to review.

For many, being given the option, depending on their particular situation and needs, can build loyalty to the company. A younger employee with no caregiving responsibilities at home has different stressors than an employee with young children or one who may be managing care for an aging parent.  

The disabilities community also advocates for understanding how remote work can benefit this segment of the workforce. If someone with a physical disability can be set up to work from home versus having to commute into an office, there can be real benefits for that employee and the company. Their home environment is probably already adapted to their needs.  

Older workers are another segment of the workforce to consider. Some may want to scale back on working hours but still be involved. Less commuting time means more time for other parts of their life. Once a relationship is established, remote coaching and mentoring by older workers can provide a lot of benefit for the company. If you have several locations across the country or are a multi-national, this type of remote access allows mentoring/coaching to happen across geographic areas vs. only within a specific office.

Each company needs to regularly review what is working best, how productivity is being impacted by the ways people are working, and how where they are working fits into the equation. As your company starts to plan for 2026, spend some time looking at where remote work may enhance the working environment and where being in-person is the best option.