Should Your Employees Work from Home? Here’s What You Need to Consider

In 2020, businesses around the world faced a sudden and dramatic shift. With lockdowns and health concerns pushing people to stay home, companies had no choice but to adopt new strategies, including remote work. At the time, this solution wasn’t just innovative, it was necessary. But now, in 2024, the conversation around work-from-home policies has shifted. For many employers, especially larger ones, the urgency to provide remote options has faded. Now, the question isn’t "how do we make this work?" but rather, "should we still offer this?"

I had a conversation with a client yesterday about this very topic. While many organizations embraced remote work as a way to keep their businesses running, the reality is that in today’s environment, there’s often little need for it—except in specific circumstances. My perspective? The only time remote work should be on the table is when you’ve identified a star player who needs the flexibility. And even then, it should be seen as a favor the employer is extending, not a given.

The Downsides of Working from Home

Let’s break down some of the common issues that arise when employees work from home. First and foremost is reduced teamwork. When an employee isn’t physically present in the office, they can easily fall out of touch with what’s happening day to day. They miss those hallway conversations and impromptu brainstorming sessions that keep the team aligned. Over time, their absence can create a gap in team dynamics. In important roles like an insurance coordinator, this can be particularly damaging. These employees might only swoop in occasionally to point out issues, earning them the unfortunate title of the "seagull" of the office. The rest of the team may start to resent this person, feeling like they’re disconnected from the daily grind.

A second issue is the loss of knowledge transfer. When people work together in the same physical space, they naturally pick up on things—whether it’s a new technology trick, a helpful script, or simply the ins and outs of the business. This incidental learning is nearly impossible to replicate when employees are scattered across different locations. Over time, this can lead to a knowledge gap that affects overall efficiency and problem-solving within the team.

The third and final concern is accountability. When an employee is out of sight, how do you know they’re staying productive? While metrics and reporting can help, there’s often a missing piece when it comes to tracking the real impact of their work. You can’t overlook the importance of having a clear process in place for remote employees to report on their progress and accomplishments regularly.

A Balanced Approach

I want to be clear—I’m not against remote work. For some employees, it can be a perfect fit. But as an employer, you have to evaluate whether the arrangement benefits both you and the employee. Too often, I see this conversation skewed in the employee’s favor, with little regard for how it impacts the business.

If you can address the three key factors—teamwork, knowledge transfer, and accountability—then remote work might be a viable option. But if you can’t, it’s worth reconsidering whether this setup truly serves your business in the long run. Remote work can be beneficial, but only when it’s approached thoughtfully and with the right safeguards in place.