- Telecommuting
- Distance Working
- Telework
- Working From Home (WFH)
- Mobile Work
- Remote Job
- Work from Anywhere (WFA)
- Virtual Work

Remote Work (other names)

virtual teams can create psychological safety if their members are willing to invest time and effort in three specific ways: accepting virtual team challenges, discussing rules, and team connection What follows is a practical guide for managers to transfer findings to their virtual team reality.

Practical recommendations for remote work

- A full-time arrangement

- A part-time arrangement

Two Types of Arrangement

- Voluntary remote work

- Involuntary remote work

Two Types of Remote Work

- Hot desking 
- Hoteling 
- Telework centers
- Collaborative offices
- Day extenders
- Mobile remote workers

Different or Hybrid types of remote work

Desirable (the greatest benefits) vs. Undesirable (the most difficult challenges) Aspects of Remote Work: characteristics fell on a spectrum; most employees’ experiences usually fell somewhere between the extremes.

- Flextime vs. Work Intensity

- Flexplace vs. Space Limitation

- Technologically-Feasible Work Arrangement vs. Technostress and Isolation

- Family-Friendly Work Arrangement vs. Housework and Care Intensity

Four Themes Representing the Contrast between Remote Work's Desirable Expectations and Undesirable Experiences

Job autonomy, social support, workload, and monitoring

Characteristics of Remote Work

Work-home interference, ineffective communication, loneliness, procrastination, and boundary management.

Challenges Associated with Remote Work

Individual Factor Affecting Remote Work Productivity

- COVID pushed this transition heavier
- Controversial, many are divided on which medium they prefer
- Focus on communication, visibility, community, structure, wellbeing, obtaining correct tools

Transitioning from On-site to Remote work

1) Offer remote work as an option

2) Prepare to support transition and remote work

3) Provide ongoing support to sustain remote work

Practical Suggestions to Support Remote Work and Work-Life Balance

Boundary management discusses how individuals establish, maintain, or change boundaries in order to effectively navigate the world around them, including their work and nonwork roles 

Boundary Management

Employee Engagement and Remote Working Condition

•	Metasterotypes 


•	Age Stereotypes

•	The wording in job applications 

•	How the job seekers perceive it



What requirements affect job seekers? 

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.

Albion College

New York University

Ohio State University, Columbus

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

Definition of Remote Work - Gartner Information Technology Glossary. (n.d.). Gartner. Retrieved March 29, 2022, from https://www.gartner.com/en/information-technology/glossary/remote-work

Definition of Remote Work

Wikimedia Foundation. (2022). Remote work. Wikipedia. https://en.wikipedia.org/wiki/Remote_work 

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)

• 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

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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