Spoiler alert: Yes, remote work really does work!
With nearly nine years of experience as a remote employee across three different companies, Lauren knows the ups and downs of remote work. In this session, she will dive into what the research says about remote work and share her personal stories of failures and successes.
You'll walk away from this session knowing why remote work is awesome, empowered to convince your boss to let you work remotely, and armed with the tools you need to be a happy, successful remote employee.
If you've been thinking about making the transition to working remotely, you're a manager of people who are or could work remotely, or you've made the leap to remote work and are struggling to make it work, this is the session for you!
24. Why work remotely?
● Unable to relocate due to spouse’s job or kids’ school
● High cost of living at office location
● Lengthy commutes
● Availability for children or aging parents
● Distracting office environments
● Travel the world
26. Why offer remote work options?
● Attract and retain top talent--no matter where they live
● Increase employee morale
● Save money!
● Increase employee productivity
40. 47,320 metric tons
of greenhouse gas emissions not released in 1 year due to
teleworking3
41. Summary of
46 studies
spanning 20
years
“Telecommuting has a clear
upside: small but favorable effects
on perceived autonomy, work–
family conflict, job satisfaction,
performance, turnover intent, and
stress. Contrary to expectations in
both academic and practitioner
literatures, telecommuting also
has no straightforward, damaging
effects on the quality of workplace
relationships or perceived career
prospects.“4
42. Summary of
46 studies
spanning 20
years
“Telecommuting has a clear
upside: small but favorable effects
on perceived autonomy, work–
family conflict, job satisfaction,
performance, turnover intent, and
stress. Contrary to expectations in
both academic and practitioner
literatures, telecommuting also
has no straightforward, damaging
effects on the quality of workplace
relationships or perceived career
prospects.“4
43. Summary of
46 studies
spanning 20
years
“Telecommuting has a clear
upside: small but favorable effects
on perceived autonomy, work–
family conflict, job satisfaction,
performance, turnover intent, and
stress. Contrary to expectations in
both academic and practitioner
literatures, telecommuting also
has no straightforward, damaging
effects on the quality of workplace
relationships or perceived career
prospects.“4
44. Downsides to working remotely
● “Professional isolation negatively impacts job
performance”5
● Having a remote manager may negatively impact you7
● Remote employees fear stalling careers, isolation,
distractions, and blurred lines between work and home
life6
● Remote work encourages employees to “overwork and to
allow their work to infringe on their family role”8
60. Top 5 tips for making remote work
really work
5. Select the right team
4. Be productive
3. Communicate with your team
2. Travel
1. Actively prevent burnout
68. Telle Whitney
Former CEO and President
The Anita Borg Institute for Women and Technology
"If I could change
anything, it would be
that each and every
one of you would ask
for what she wants."
72. References
1. 2019 Stack Overflow Developer Survey
2. Does working from home work? Evidence from a Chinese experiment
3. Cisco Study Finds Telecommuting Significantly Increases Employee
Productivity, Work-Life Flexibility and Job Satisfaction
4. The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of
Psychological Mediators and Individual Consequences
5. The impact of professional isolation on teleworker job performance and
turnover intentions: does time spent teleworking, interacting face-to-face, or
having access to communication-enhancing technology matter?
73. References
6. The Evolving Nature of Working at Home
7. Does it matter where your manager works? Comparing managerial work
mode (traditional, telework, virtual) across subordinate work experiences and
outcomes
8. Toward Understanding Remote Workers’ Management of Work–Family
Boundaries: The Complexity of Workplace Embeddedness
9. REMOTE: Office Not Required
74. Other studies & articles
● Assessing the growth of remote working and its consequences for effort,
well-being and work-life balance
● Contagious Offsite Work and the Lonely Office: The Unintended
Consequences of Distributed Work
● Team dynamics in virtual, partially distributed teams: Optimal role fulfillment
● Comparing telework locations and traditional work arrangements.
Differences in work-life balance support, job satisfaction, and inclusion
● How To Succeed At Working From Home
● Implementing & Managing a Telework Program. A Complete Guide to
Properly Managing Telework Employees
● Putting the work-life interface into a temporal context: an empirical study of
work-life balance by life stage and the consequences of homeworking