January 24, 2025
Remote working: not “proper” work? It’s just not that simple
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Events described in this article are accurate as of the publication date.
Earlier this week, Lord Stuart Rose – former CEO of some of the UK’s biggest brands – made headlines after saying that working from home isn’t “proper work”. The next day, Trump ordered federal workers back into the office. And many companies are making similar moves, in spite of what the research says. Dr Debbie Bayntun-Lees tells us more:
Lord Rose’s comments reflect a traditional perspective that overlooks the nuanced benefits of flexible working, particularly for working women and overall well-being. While some industries require physical presence, hybrid and remote work have been transformative for many professionals, enabling greater productivity, autonomy, and work-life balance.
For working women in particular, flexible arrangements help alleviate challenges associated with commuting, childcare, and household responsibilities, allowing them to contribute meaningfully to the workforce while managing personal priorities.
Our research findings challenge the notion that remote work leads to poor productivity, highlighting the successes of hybrid and remote models. During the pandemic, organizations quickly adapted to remote work and achieved increased productivity, resilience, and innovation.
Leaders reported meeting or exceeding business targets, demonstrating that remote work can drive high performance. Employees also benefit from fewer workplace distractions and time saved on commuting, which they often reinvest in work or personal well-being.
While remote and hybrid work may shift patterns in local economies—reducing demand for office spaces or services like dry cleaning—they create growth opportunities in other areas, including home-office setups, coworking spaces, and virtual collaboration tools. The Office for National Statistics shows that many employees thrive in hybrid arrangements, achieving productivity without a daily commute.
Furthermore, the research emphasizes the importance of balancing flexibility and connection. Hybrid models allow employees to focus at home while engaging in collaborative activities at the office, optimizing individual and organizational outcomes.
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“Flexible working represents not a regression but an evolution that enables organizations to remain competitive…”
– Dr Debbie Bayntun-Lees, Professor of Organizational Change at Hult International Business School
Instead of framing remote work as a “decline,” the focus should be on leveraging its potential to meet modern workforce needs. Flexible working models, when implemented thoughtfully, can sustain productivity, support diverse workers, and foster well-being in a changing world – without compromising on connection, mentorship and collaboration.
Leaders must embrace innovative approaches to manage performance, maintain psychological safety, and facilitate collaboration, shifting from traditional presenteeism to outcome-focused leadership.
Rather than dismissing remote work, organizations should consider evidence-based strategies that align workplace policies with evolving expectations. Flexible working models represent not a regression but an evolution, one that enables organizations to remain competitive, inclusive, and adaptable in today’s dynamic work environment.
The conversation must move beyond simplistic criticisms to fully realise the opportunities these models present for both businesses and employees.
Meet the expert
Dr Debbie Bayntun-Lees
Professor of Organizational Change at Hult International Business School
With extensive experience in leadership and organizational development, Debbie works with boards, senior teams, and HR practitioners to foster inclusive leadership, navigate cultural transformations, and build high-performing teams in complex environments. A former Managing Director of Connecting for Change Ltd and senior leader in the UK NHS, Debbie’s research explores workplace dynamics, focusing on gender equity and inclusive dialogue. Her doctoral work uncovered how women are “socially silenced” in professional settings. Passionate about gender equity, Debbie designs innovative learning solutions to support leaders in creating inclusive workplaces where everyone can thrive.
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