Remote work, for all of its momentum, has gained its share of critics over the years. Corporate and government leaders regularly reissue return-to-office mandates, citing performance concerns. Professor and bestselling author Scott Galloway has described remote work as one of the worst things to happen to young people. The New York Times recently reported on a study finding that “younger workers suffered career-wise by working from home, receiving less training and fewer opportunities for advancement.”
As the leader of Tulsa Remote, the largest remote worker attraction program in the country, you might be surprised to know that I agree with most of these critiques — just not their solutions. While COVID-19 accelerated the adoption of remote work, too few resources and organizational investments have been made to support employees and managers in this new professional environment.
