For employers, numerous studies have found that telecommuting can increase productivity and lower costs.

A study co-sponsored by Stanford University and Beijing University found that remote workers for a Chinese call center worked more efficiently and took fewer breaks. IBM estimates it has cut real estate expenses by $50 million by offering remote work options, and Nortel estimates a savings of $100,000 per employee in relocation costs.

For employees, the biggest advantage in remote working (noted in the Kelly Global Workforce Index by 69% of US respondents, 69% of EMEA workers, and 63% of APAC respondents) was the fact that not having to go to an office every day minimizes the time and money they spend commuting. The advantage of fewer interruptions was recognized by 49% of remote workers in the Americas, 48% of EMEA remote workers, and 44% of APAC remote workers. An average of 45% of all remote workers globally said that working at home gives them greater flexibility to deal with unexpected personal incidents. The challenges of managing a family, particularly for parents of young children, can be lessened by one or both parents being able to work from home. However, there are disadvantages.

Some employers believe that remote work interferes with the spontaneous insight and innovation that happens in unplanned meetings and discussions in hallways and break rooms. Results from the Kelly Global Workforce Index (KGWI) indicate that many workers share similar concerns, with 54% of respondents in the Americas (55% in the EMEA and 57% in the APAC) saying they lose opportunities for collaboration and networking by not being in an office with other employees. Difficulty in establishing boundaries to separate their work life from their personal life was noted as a disadvantage by 32% of remote workers in the Americas, and 39% for remote workers in both EMEA and APAC. Many (37% Americas, 32% EMEA, and 40% APAC) also agreed that working remotely reduces their access to company information and involvement in team activities.

Employers have to weigh the advantages and disadvantages of remote work within their organization, and decide for themselves what the proper balance is for their own company. In the meantime companies should continue to get input from employees about what they want from an employer so they can develop an attractive employer brand. If offering remote work strengthens that brand, attracts top talent, satisfies workers, and increases productivity and efficiency as a result, then everyone wins.

For more on the pros and cons of remote working, download this ebook Remote Work Under the Microscope.