By Alan Glickman
Introduction
There was a time when polite conversation avoided topics like politics, religion, and finances. Today, you can add one more to the list:
Remote work.
Few workplace topics generate as much debate—or as many strong opinions—on both sides.
The Remote Work Debate
The arguments are familiar and ongoing.
Employees often point out that remote work:
- Saves companies money on office space and utilities
- Improves flexibility and, in many cases, productivity
- Allowed businesses to continue operating during COVID
Employers, on the other hand, emphasize:
- Increased costs for technology, infrastructure, and equipment
- Communication challenges
- Reduced visibility into employee performance
And so, the debate continues—back and forth—with no clear resolution.
What This Debate Is Really About
Beneath all of these arguments lies a deeper issue:
Trust.
Employers may question whether employees are performing at the expected level without direct supervision. Employees, in turn, often sense that lack of trust—and respond accordingly.
In some cases, that response takes the form of what is known as “malicious compliance”: following the letter of the rules, but not their spirit.
Accountability vs. Trust
At first glance, accountability and trust may seem like opposing forces.
In reality, they are not.
Experienced employers understand that:
- Accountability creates structure
- Structure creates clarity
- Clarity builds trust
These elements do not compete—they reinforce each other.
The Real Solution: Clear Policies
The key issue is not whether work is remote or in-office.
The key is how work is defined, measured, and managed.
Employers should focus on:
- Clearly defined performance expectations
- Objective, measurable outcomes
- Consistent application of policies
When expectations are clear and consistently enforced, the location of the work becomes far less significant.
Practical Scenarios
When an Employee Requests Remote Work
Start with your policies. If the request falls within an approved category—such as a reasonable accommodation—then it should be granted.
When an Employee Is Not Performing
Treat it as you would any other performance issue. Remote work does not change the standard—it only changes the setting.
When You Cannot Tell Whether Work Is Being Done
This is where many employers struggle.
If you cannot determine whether an employee is performing, the issue is not remote work—it is your performance framework.
Why Metrics Matter
Clear, objective metrics eliminate ambiguity.
Instead of saying:
“I think this employee isn’t working hard enough,”
you can say:
“The employee failed to meet defined performance targets over a measurable period.”
That shift removes subjectivity and strengthens decision-making.
Final Takeaway
Remote work is not the real issue.
Clarity is.
When employers:
- Define expectations clearly
- Measure performance objectively
- Apply policies consistently
…they create an environment where both accountability and trust can thrive.
At that point, the remote versus in-office debate becomes far less important.
How Luchansky Law Can Help
If your company needs assistance evaluating policies, structuring performance standards, or ensuring compliance with employment laws, Luchansky Law can provide the guidance you need.
- 📞 410.522.1020
- 📧 alan@luchanskylaw.com
