Is Remote Work Really the Problem. Or Are We Just Measuring It Wrong?

Industrial Revolution

There’s a lot of noise about remote work damaging productivity. Some companies are pushing people back into offices, claiming working from home reduces output and kills collaboration. But history tells a different story.

Before the Industrial Revolution, at least 70–90% of the global workforce worked from home or in small, family-run workplaces. Shoemakers, blacksmiths, farmers, and traders all worked where they lived. Productivity was measured by results, what got done, not by how many hours someone sat in one place.

The shift to factory and office work was a response to industrialization, not necessarily a productivity boost. Now, as technology makes remote work possible again, some businesses are resisting the change, not because remote work doesn’t work, but because they’re stuck using outdated ways of measuring productivity.

The Real Issue: Bad Metrics, Not Bad Productivity

The biggest argument against remote work is that it makes people less productive. But let’s break that down.

• Before industrialization (70–90% worked from home): Productivity was simple, how many shoes a shoemaker made, how much grain a farmer harvested.

• Industrial age (Factory work dominates): Productivity became about hours instead of output. More hours = more production.

• Modern workplace: Many businesses still think like factories, assuming that being at a desk means getting work done.
  

The truth? Remote work isn’t the problem, how we measure productivity is. Some of the world’s most successful companies are fully remote, yet struggling businesses still insist that office presence matters more than actual results.

People Work Better with Autonomy

Before office life, at least 70% of people had full control over their work schedules. A shoemaker worked as orders came in. A farmer adjusted for the season. Rigid schedules weren’t necessary, people worked when it made sense.

Industrialization took that away. Factory work meant strict hours, repetitive tasks, and little flexibility. Offices followed the same model.

Now that technology allows people to work more freely, the best companies are moving back toward trust, autonomy, and accountability. The ones struggling with remote work? They never built a culture of trust in the first place.

The Social Connection Argument Is Overplayed

A common argument for returning to offices is that people need social interaction. But let’s look at the facts:

• Before office life, at least 80% of social interaction happened outside of work, in markets, local bars, and town squares.

• Industrial-era workplaces forced socialization into a controlled environment, watercooler chats, lunch breaks, team meetings.

• Now, remote work doesn’t kill social connection, it just shifts it.
  

The difference? Social interaction now has to be intentional, not automatic. Smart companies are adapting by: ✅ Organizing in-person team meetups ✅ Offering co-working space memberships ✅ Setting up virtual networking sessions

The issue isn’t remote work, it’s companies failing to adjust their approach to team culture.

Weak Leadership, Not Remote Work, Is the Real Problem

The shift to remote work has exposed bad leadership more than anything else. Companies that relied on constant supervision to keep people productive are now struggling.

Great leaders set clear goals, empower teams, and create accountability, no matter where people work. The businesses failing with remote work often have:

• Poor communication

• No trust in their employees

• Managers who confuse activity with results
  

Instead of blaming remote work, companies should ask themselves: ❓ Are we measuring success properly? ❓ Have we built a culture of trust? ❓ Are our leaders equipped to manage remotely?

The Bigger Picture: A Return to a More Natural Work Structure

This isn’t the first time work has evolved. For thousands of years, at least 70–90% of people worked from home. The Industrial Revolution forced people into offices. Now, technology is making flexible work possible again.

The companies that adapt will thrive. The ones that fight the shift will struggle.

This isn’t about remote vs. office, it’s about outdated thinking vs. progress.

What do you think? Are companies resisting change for the wrong reasons, or are there real challenges that need solving? Written and published by Unite2bwell - February 2025