The Work-From-Home Dilemma: A Business Owner’s Perspective

The debate over remote work continues to divide opinions. While many business owners are eager to bring their teams back to the office, employees who’ve embraced the perks of working from home are reluctant to give them up. As a SaaS business owner whose company has embraced remote work from day one, I understand both sides of the argument. Having built a global, fully remote company, I can attest to both the advantages and challenges of this model. However, I believe remote work can be highly successful when approached with intent and a well-defined strategy.

Remote Work: A Strategic Choice, Not a Necessity

When my co-founders and I started our SaaS business, we were located on three different continents. Remote work wasn’t just a convenience; it was a necessity baked into our company’s DNA. From day one, we set up cloud-based systems, virtual communication channels, and robust collaboration tools.

Once we grew the team, we rented an office and worked from it full time as all businesses did. However, due to requests from the team, we started with a hybrid approach, and then a fully remote model from 2016—not out of necessity, as many did during the pandemic, but as a conscious choice.

The difference between choosing remote work and being forced into it cannot be overstated. When remote work is a strategic decision, you can design your operations to optimize its benefits while mitigating its challenges. For us, this approach has been transformative.

The Advantages of Remote Work

Flexibility for Staff

Remote work offers employees the flexibility to manage their work-life balance. Contrary to the stereotype, our team works hard, driven by a high-performance culture that naturally pushes out those who don’t meet expectations. Flexibility doesn’t mean slacking—it means autonomy over how and where work is done, resulting in higher job satisfaction and productivity.

Access to a Global Talent Pool

By embracing remote work, we’ve been able to hire the best talent from around the world. Our team includes members from Australia, the US, and Europe, which not only diversifies our workforce but also enables us to serve better our global client base in multiple time zones seamlessly.

The Challenges of Remote Work

Communication Gaps

Remote work can hinder organic communication. In a physical office, employees overhear conversations, share insights spontaneously, and observe each other’s expertise. Remote work requires intentional efforts to keep everyone informed and aligned, from structured updates to encouraging cross-functional collaboration.
 

Identifying Low Performers

A remote environment can make it harder to spot underperforming employees. However, a high-performing team tends to surface these issues naturally, enabling us to address them swiftly and effectively.

Clarifying Boundaries

While remote work offers flexibility, it doesn’t mean employees can work from anywhere or at any time. A strong work culture emphasizes accountability—an eight-hour workday remains a workday, and distractions like errands or extended personal breaks shouldn’t encroach on productivity.

Keys to Remote Work Success 

Fostering Team Bonds

Humans are social creatures, and feeling part of a team and a mission is crucial for morale and engagement. We’ve invested in creating strong team bonds, from virtual hangouts to in-person gatherings. Our team has built such deep connections that members even organize virtual and physical meetups with their significant others.

Reallocating Savings to Team Building

The money we’ve saved on office rent has been reinvested into initiatives like our “Haystack Summit,” where the entire team meets in person for exciting, collaborative work. Last year we gathered at a chateau in France, blending productivity with camaraderie.

Making Office Days Meaningful

For hybrid models, office days should be structured to maximize value. There’s no point in asking engineers to commute to the office just to code on the same laptops they use at home. Instead, we focus on team meetings, creative sessions, client collaborations, and other activities that make in-office time rewarding. When employees find office days enjoyable and beneficial, they’re more likely to participate willingly.

Coordinating Office Attendance

Allowing employees to choose their office days can lead to frustrating experiences, such as coming in to attend virtual meetings with colleagues who stayed home. Setting designated in-office days ensures a more cohesive and satisfying experience for everyone involved.

Covering Costs for Office Attendance

Commuting to the office often incurs additional expenses for employees, from transportation to meals. We mitigate this by covering the cost of lunch during office days, creating an opportunity for team members to bond over meals and fostering a sense of community.

Respecting Global Diversity

Hiring internationally means embracing diversity in languages, work cultures, and public holidays. A respectful and inclusive approach to these differences strengthens team cohesion and mutual understanding.

Striking the Right Balance

The work-from-home dilemma isn’t about choosing between remote and in-office work; it’s about finding a balance that maximizes productivity, employee satisfaction, and business outcomes. For us, remote work has been a cornerstone of our success, but it requires intentional planning, continuous investment in team culture, and a commitment to accountability.

As a business owner, I believe remote work can thrive when approached strategically. It’s not without its challenges, but the rewards—flexibility, access to global talent, and enhanced client service—far outweigh the downsides. The key is to recognize that remote work isn’t a one-size-fits-all solution but a customizable approach that, when done right, can empower teams and drive businesses forward.