Many years ago, I had the opportunity to attend a product training session conducted by a specialist who flew in from the United States. He was a young, competent guy, very open and talkative, so during the breaks, we had some nice conversations. We also talked about where he worked and how. To our surprise, it turned out that he worked hundreds of miles away from his company and performed all his tasks remotely. At the time, we were astonished – how can this even be done? I remember him saying that in the beginning, it was difficult for him and that he had to set up strict rules that guaranteed his productivity. It was as if he was going to the office every day – he would wake up in the morning, have breakfast, shave, get dressed, and sit down in front of the computer at a set time. He also had scheduled breaks for lunch, during which he would get up from his desk, go to the kitchen, etc. He finished work at a set time, and despite working and resting in the same room, there came a point when he would close his computer and “switch to a different mode.” He said, “Any deviation from the rules I set makes my day fall apart.”
A few years later, the pandemic hit, and it could be said that overnight, it became evident that “it’s possible.” Many companies and even public institutions sent their employees to work remotely. Moreover, it turned out that even business meetings, project discussions, and steering committees could be conducted remotely. It became clear that it wasn’t necessary to travel three hours across half the country just for a one-hour client meeting, only to return another three hours afterward.
And today? The world is different now. Today, I don’t think anyone questions the fact that, especially in IT, remote work is possible. However, many are still asking themselves, both employees and employers, what do I gain and what do I lose by adopting this work model?
From an employee’s perspective, remote work offers time savings, especially in large cities. In places like Warsaw, Wrocław, or Kraków, commuting to work can take a good hour. That’s two hours a day – one hour each way! That’s a lot, and what’s more, it’s private time that could be spent on more enjoyable activities. If you have the right conditions at home, remote work can also allow for better focus and concentration. Looking at it more broadly, remote work also opens up more opportunities in terms of finding a job, providing access to a larger pool of job offers. Geographical location is no longer such a barrier, and we now have a truly global job market.
However, remote work also presents significant challenges. Without the self-discipline I mentioned earlier, it may be hard to set clear boundaries between work and home life. When this boundary blurs, it can lead to longer hours spent on work, which in turn may negatively affect personal life.
What about integration, building a real team, and the bonds between people? Advocates of remote work will say, “You can do it on a platform too.” That’s true, but is it the same? During the pandemic, many companies introduced substitutes for these activities, such as virtual kitchens—rooms on platforms where, working remotely, you could step away from your desk, grab a coffee from your kitchen, and chat with others. Or virtual team-building events on the platform, even with pizza ordered to multiple locations of employees’ workplaces. But is it really the same? Of these experiences, the virtual escape room during a team integration event left the biggest impression on me. Honestly, I don’t think I would want to repeat that kind of meeting.
From an employer’s perspective, remote work can lead to savings on office space costs. However, if the office lease is long-term and the cost of breaking it is higher than continuing to use the contracted space, then we simply have an empty office. Looking at the job market, employers, just like employees, can also tap into a broader talent pool and recruit workers from anywhere in the world.
However, remote work also presents significant challenges for employers. I think many employers are wondering – and some have even started studying it methodically – how remote work affects productivity. Opinions here are divided. Some claim that they have observed an increase in productivity because employees are more rested, not wasting time commuting, and are more creative. Others, however, are encouraging employees to return to the office or even mandating it, because it’s hard for them to fully verify how much of the time allocated for tasks is actually spent on work. Did the employee spend that time productively, or did they go out for shopping during work hours when they should have been solving a problem?
Remote work also leads to a reduced connection with the employer and the workplace itself, as well as with colleagues. This, in turn, increases the likelihood of employees considering changing jobs. It was found that in the United States, by mid-2021, more than 20 million people had quit their jobs. This phenomenon was named the “Great Resignation.” Of course, other factors played a role, such as the pandemic reshaping our view of work and self-realization. The fragility of life led many to say, “STOP, not at such a high cost…”
Today, with the ongoing economic crisis, the decision to change an unsatisfying job is riskier. It seems that the Great Resignation has ended, but the issue of low attachment and a lack of identification with the employer, exacerbated by remote work, remains. Today, we are dealing with the phenomenon of quiet quitting – working at minimal effort. “I’m not fully committed, I don’t engage, I’m doing the minimum required.” Some compare this to the so-called “Italian strike.”
The option for remote work from the employer’s perspective also gives rise to the growing phenomenon of overemployment, or working multiple jobs at once, although the name is misleading. This involves individuals working on B2B contracts, not employment contracts, and working for more than one entity simultaneously without them knowing about it. Remote work facilitates this unfair behavior, and there are even guides available online on how to do this “smartly” so it doesn’t get noticed.
When discussing remote work, it’s also important to mention the technical and information security aspects. An employer enabling remote work should ensure that the necessary technical conditions are in place to access company resources and maintain communication and collaboration within the team. From an employer’s perspective, the risk of a leak of confidential information increases – our office while working remotely is now wherever we are, and our laptop is. Not everyone works remotely from home, either.
In summary, whether from the employee or employer perspective, remote work – like everything else – has its pros and cons, benefits and risks. What’s important is to be aware of them and organize work in a way that maximizes the benefits for both parties while minimizing negative outcomes. One thing is certain, though – the world will never be the same as it was before the pandemic. Remote work is here to stay.