Offices will emerge as the epicenters of power and not everyone will have equitable face time with leadership.
There is a built-in imbalance between those going into an office and the people at home. It starts in the morning. A remoter wakes up and doesn’t have to face an hour—or longer—commute. They’ll be working while the office staff are still stuck on crowded trains, buses and highways. The wear and tear on their mental and physical health takes a toll.
There will be a fear of missing out for both groups. Those who are at home will be concerned that they are descending into second-class citizens, left out of important conversations and decision-making. They’ll start resenting the people in the office who gain favor, due to the proximity bias. It's easier to hand over an important task or new client to the person in the office next door, as opposed to tracking down a remote worker.
He says that remote work requires an intentional decision to create, cultivate and manage a distributed workforce. This takes a tremendous amount of thought, planning, attention to detail and execution. Murph says that running a remote company boils down to trusting your employees. He also calls for communication, feedback, strong leadership and a companywide shared sense of mission and goals.
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