• Less social interaction makes employees feel isolated while more social interaction can foster social support and alleviate stress among employees. 

• Alone v.s. isolated - need to feel valued, included, respected

•  "a sense of relatedness"

•  Employers/managers who try to create more social interactions through digital tools give their employees a greater sense of belonging which increases motivation

• Private/individual interactions require more effort, can exhaust the digital tools, and cause more strain leading to less motivation

Social Interactions

• Less use of email, more use of digital tools such as Slack, Microsoft Teams, Google Hangouts

• Written communication increases clarity

• Written communication provides a record of everything

• Faster response times with written communication

University of California, Davis

Remote Workplace design focuses specifically on remote work settings in which the employee has more control over design aspects. The employees have more control over the efficiency of the workspace as it is generally their home or a non-designated work location. The role of the company is to provide employees with the technology and resources to complete their job efficiently and from a variety of different locations. This can be seen as (but not limited to) a medium for social interaction/connection with other employees for work and social benefits. When working remotely it's important for a company to support and help their employees create/maintain a good work-life balance. 



Remote Workplace design

Dryselius, A., & Pettersson, J. (2021). Motivation in the Remote Workplace: Understanding the Threats and Opportunities to Motivation During Enforced Remote Work.

Motivation in the Remote Workplace: Understanding the Threats and Opportunities to Motivation During Enforced Remote Work.

Remote work is a flexible working arrangement or environment that allows one to work outside of the on-site workplace. The versatility in remote work allows for temporary or permanent arrangements, part-time or full-time arrangements, and occasional or frequent arrangements. Remote work is often facilitated through online programs and collaborative platforms such as zoom, google meets, Microsoft teams, etc. Typically, remote work is organized into groups or teams that hold metting through their respective platform.

Remote Work

• No commute (depending on remote location)

• If the employee likes their remote work environment, work-life balance increases

• Flexibility increases work-life balance

• Increase family time

Remote Work-life Balance (Pros)

• Less balance

• More work-life conflicts

• Creates "greater work-related fatigue"

• If the employee does not like their remote work environment, work-life balance decreases due to a stress increase

• Hours increase and employees feel as though they are always connected to work

• Isolation


Remote Work-life Balance (Cons)

• Employers have less control

• Compensate by increasing trust in employees

• Employees must assume responsibility for themselves and their work

• Employees must be proactive

• Ex: ask for help when needed, complete assignments, communicate with others, ... etcetera

• Newer employees have a more difficult time asking for what they need/taking initiative

Remote Work Employee Expectations

• Increase in formal meetings

• Less engagement during meetings

• Less use of email, more use of digital tools such as Slack, Microsoft Teams, Google Hangouts

• "Information overload" - especially with digital tools

• Written communication can lead to misinterpretation

• Need to write a formal email/schedule a meeting for something that could have been said in person if onsite - creates more work

• More work creates burnout within employees that can affect the overall efficiency of work production

Remote Work Communication (Cons)

Remote Work Communication (Pros)

• Provide remote employees with basics: chair, desk

• Make sure their employees have the "mental tools" to handle working remotley

Remote Work Employer Expectation

When employees are satisfied with the amount of physical and psychological input to their work and nonwork roles, they achieve a work-life balance. It should be considered from an individual perspective, in which the conflict between employees' family and work roles is minimized. 

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