Are We Still Talking About Remote Work Vs. Back-To-Office?

The remote vs. back-in-the-office movements continue to be a tug-of-war between employers and employees. For jobseekers, the landscape can be confusing because there are no absolutes. Some companies require employees to be in the office again and some have given up and acquiesced to remote work demands. There are half-empty office buildings across the country and 25% of employees would rather switch jobs than go back to the office.

Meanwhile, many project the push-and-pull is over and by the end of 2024 you will either be in the office or out of a job. Is your dream of remote work over? Not necessarily; remote vs. back-to-the-office is still fluid. If you want to work for a giant tech company like Google or Meta, you’ll have to accept their drives to get workers back in the office and the strict monitoring to ensure the required participation. However, if working remotely is your number one priority, there are over 18,000 listings when you search “remote working” on LinkedIn.

At this stage, it’s fair to say that you can approach remote work on a case-by-case basis. Here are some things to think about if you’re considering remote work in the current labor market:

1. What kind of work do you do? The type of work you do impacts your remote opportunities and the likelihood you can find a position that’s fully remote or hybrid if that is an option you would explore. For example, if you’re in technology, then you may have a better shot at being fully or mostly remote. IT  traditionally had a very high percentage of remote workers before the pandemic so it logically follows that would remain the case. If you are in a field that lends itself to remote work there may not be an office to return to and if there is

2. How valuable are your skills? If you have a specialized skill set and are very good at what you do, you may be in such high demand that you have the leverage to take jobs on condition you would be allowed to work remotely regardless of whatever company policy is in effect. Proceed with caution and do your homework. Don’t let ego take over and assume you fall into this category. Do an honest self-assessment of how valuable you are to potential employers.

3. How committed are you to working remotely? If you are 100% committed to working remotely you need to be ready to accept its various trade-offs. As previously mentioned, there are thousands of remote jobs, but even in that large pool the one you really want may not be available unless you’re ready to hang your hat in a cubicle. If you are willing to compromise exactly what it is you do, your opportunities will expand. Conversely, due to personal circumstances, remote work may be the only kind of work you can do. For example, perhaps you have a young child, no support system, and do not have access to or resources for child care. Remote work may be a lifeline and your flexibility will open up more opportunities to you.

4. How ambitious are you?  The term “office politics” may have negative connotations to some, but the word “politics” is derived from the Greek polī́t, which means “citizen.” To be a citizen of an office means you are engaged in the operational functionality of a community and the best way to lead a community is to be an active part of it. If you work from home and your community is your two cats and a Chromebook, chances are you’re not going to be one on the top of the corporate ladder. If you’re ambitious and believe in “working your way up,” working remotely may not be your best course of action. Not being in the office compromises your visibility.

5. Are you willing to make less money to work remotely? One of the positive factors of working remotely is that your cost-of-living decreases through savings in fuel, lunches out, and potentially cheaper housing (depending on where you choose to live). In an era of spiking gas prices and inflation, that can be a powerful motivator. However, the opposite is true. If your company is based in Los Angeles but you’re working from North Dakota, your compensation will align with North Dakota instead of the ultra-expensive California.

6. Are you willing to pay to work remotely? Many companies now allow remote work but require periodic time in the office in exchange. For example, Smucker’s will trade two weeks of remote work for two weeks in the office. Some jobs may want you to be in the office just once or month or even a quarter, but travel and lodging to be there isn’t a company expense. If you need to fly from Fargo to Los Angeles once a month, are you willing to pay for your travel and lodging expenses to work remotely?

7. Do you want to be mentored? It’s hard to learn from other professionals if you’re on your laptop while doing house chores. Remote work is, by nature, isolationist. There is a reason pre-industrial society was based on a master and apprentice relationship. If you want to learn from professionals with more experience than you, you need to be in the same building with them. If you’re at the beginning of your career, a remote job may not be the best pathway to mastering a craft.

8. How entrepreneurial are you? If you want to be the master of your fate, there is no better way than starting your own business and being your boss. Negotiating a remote work schedule is much easier when you’re negotiating with yourself. If you have the chops, you can build a business that is designed to allow you to live and work from wherever you want. Good luck!

9. Nothing lasts forever. Even if you find a dream job that allows you to work remotely, keep in mind that company policies and circumstances can always change. One day you’re working remotely and the next you’re given an ultimatum to return to the office or risk termination. Be prepared for that contingency.

Philip Roufail contributed to this article.

Scott Singer is the President and Founder of Insider Career Strategies Resume Writing & Career Coaching, a firm dedicated to guiding job seekers and companies through the job search and hiring process. Insider Career Strategies provides resume writing, LinkedIn profile development, career coaching services, and outplacement services. You can email Scott Singer at scott.singer@insidercs.com, or via the website, www.insidercs.com.