In 10 years, the distinction between remote and regular work will fade- argues Prithwiraj Choudhury, a Harvard Business School professor, specializing in the future of work. According to his studies that involved companies that went remote years before the pandemic, he found that the shift started long before the virus hit, which only accelerated it. His research showed that a hybrid workforce is more productive, more loyal and less likely to leave. Even though it’s proven to be a win-win situation, sometimes the media still pictures remote work as something unfavorable for companies and their leaders. This article is meant to debunk common myths to make letting go of the old normal less frightening. Let’s dive right in!

1. Remote work means less accountability

It’s quite common to think that traditional performance trackers are beneficial. However, the loss of supervision only seems like a bad thing if you already don’t trust your team to do their job. Just because you can’t physically see a remote worker doesn’t mean they aren’t productive though. If you think about it, it becomes much easier to keep goals in sight without all the noise, measure them and focus on the outcome, rather than mostly unnecessary physical presence.

We recommend taking the time to establish new routines, discuss methods with colleagues to be able to keep track of more complicated task lists as well, and define goals together. This already starts building a healthy culture by putting more emphasis on trust and appreciation, rather than outdated working standards.

2. Remote employees haven’t got enough connection to their co-workers

Sure, working remotely means that you’re not going to bump into coworkers around the water cooler. But it certainly doesn’t mean that remote workers are unreachable. There are countless platforms that offer a great variety of communication channels, you will definitely find one that works for your team. Some track availability, others divide information into separate channels, and many offer the opportunity to integrate to do lists and give insight on who’s doing what. The power of interpersonal communication is not only valid in the offline world!

To make sure the team spirit doesn’t fade, we recommend making space for personal communication and team building as well. This makes up for all the coffee breaks and elevator chats.

3. Employing remote professionals may cost more money for the company

It’s actually quite the opposite. It’s suddenly not necessary to maintain an office, cater for employees’ needs inside, always provide fresh cafeteria and cleaning. Even companies that usually don’t send their staff on business trips can save money with remote work as allowing employees to work from the comfort of their own home, thus making the daily commute unnecessary, also putting an end to travel allowances. One US-based study showed that if a company allowed an employee to work from home just half of the time, it would save on average $11,000 per employee, and each employee would save between $2,000 and $7,000. Increased productivity may even make higher profit than before!

4. Remote employees are less engaged

Data suggests that remote work comes with a basket full of merits which definitely lead to higher employee morale and thus, higher employee engagement. People that feel trust from their managers are more likely to excel in their work, and drive higher productivity rates. Success usually comes with appreciation as well.

5. Remote work opportunities decrease turnover

Engagement is usually tied to loyalty. In fact, 74% of survey respondents in an Owl Labs study agree they would be less likely to leave an employer that offers remote work opportunities. As we said, offering such speaks for a culture based on trust and common goals, which usually seems appealing in a job-seeker’s eye.

Despite the studies, some influencing factors are worth considering. Remote employees are 3x more likely to be engaged if they receive feedback from their manager at least a few times per month. But if they have conversations with their managers on a weekly basis or more often, they’re also 3x more likely to strongly agree they’re motivated to do outstanding work. We recommend making space for feedback and time for meetings, even if the slot is left empty if there’s not much to talk about. Communication is key!

We recommend making sure that nobody feels lonely or isolated at home. Team dynamics are really important at all times, but they need constant attention and development to be perfectly functional.