Managing Teams with Both Remote and In-Person Employees

In today's rapidly evolving work landscape, the division between in-office workers and remote workers is becoming increasingly apparent. While remote work offers flexibility and convenience, it also has its challenges. To uncover these challenges and understand how office workers feel about those who work in remote environments, Checkr surveyed 3,500 in-office workers (individuals working in the office at least four days per week). The survey explored the state of the workplace in terms of manager trust, productivity, promotions, and compensation, shedding light on how organizations can bridge this gap for a more equitable and inclusive workplace.

Trust

Trust between managers and employees is the cornerstone of a successful working relationship. In a traditional office setting, managers have more direct oversight, making it easier to build and maintain trust. Remote work, on the other hand, can pose challenges in this regard.

Remote workers often grapple with the perception that their managers may doubt their productivity due to the physical distance. This can erode trust and create feelings of insecurity and micromanagement. To that end, 48 percent of Checkr’s respondents agreed that management trusts in-office employees more than remote employees; another 28 percent remained undecided on this issue.

To bridge this gap, managers could focus on outcome-based performance metrics rather than physical presence. Frequent check-ins, transparent communication, and setting clear expectations can help remote workers feel more trusted and valued.

Productivity

The question of productivity in remote work has been a subject of much debate. While many remote workers report increased productivity, others face distractions and challenges unique to their remote environments. When surveyed, 56 percent of office workers agreed or were on the fence that remote workers are actually less productive than people working in the office. 

Office workers may perceive their remote colleagues as having more flexibility and fewer distractions, but ultimately our data shows they do believe remote workers are less productive, which may lead to a bit of resentment or misunderstanding regarding remote workers' productivity. 

Managers might consider adopting a results-oriented approach, emphasizing the quality and impact of work rather than hours logged. If productivity is a concern, encourage remote workers to establish dedicated workspaces and routines to minimize distractions.

Promotions

Visibility in the workplace is often a key factor in career progression. Office workers tend to have more face-to-face interactions with decision-makers, which can lead to opportunities for advancement. When asked if they feel preferential treatment for promotions and advancement, 44 percent of office workers echoed that statement, saying they think office workers should be first in line for promotions over remote colleagues. Remote workers may feel overlooked when it comes to promotions, as they may have limited visibility to decision-makers and miss out on informal networking opportunities.

To help address this disparity, organizations may want to establish clear promotion criteria and support programs that ensure all workers have equal opportunities to participate in meetings with management. Further, for all employees, encourage virtual networking and mentorship programs to help build connections and bridge the visibility gap.

Compensation

Compensation disparities between office and remote workers can be a contentious issue, as remote workers may question whether they’re adequately rewarded for their contributions because they’re not required to come into an office. This sentiment was reinforced by our data, as 72 percent of office workers surveyed said they agree or are on the fence when asked if office workers should be paid more than remote workers. 

Companies may want to consider regular reviews of their compensation philosophy and compensation structures to assess pay equity, fairness, and transparency. And it’s important to review and consider whether in-office and remote workers are receiving the equal benefits and opportunities for bonuses.

Sara Korolevich is an author at Checkr.