Office, Remote, or Hybrid? Why the Future of Work Isn’t Just About Location
Introduction
Welcome to another blog post from The Undefined Leader, where we reimagine leadership, redefine work, and get curious about what it means to truly lead. In our podcast episode “Remote Work vs. In-Office: Does It REALLY Matter?”, we tackled a burning question: Which type of work is actually more beneficial—working fully in-office, remote, hybrid, or something more flexible altogether? You might be surprised by what we discovered. Below is an expanded look at our conversation. If you like what you read, be sure to listen to the full podcast episode for even deeper insights.
Work From Home vs. Remote vs. Hybrid vs. Flexible: What’s the Difference?
We kicked things off with a quick breakdown of common work structures. Although people often use “work from home” and “remote” interchangeably, there are subtle differences:
Work From Home (WFH): The expectation is that you have a dedicated office space at home, supplied with the necessary equipment by your employer.
Remote: The employee can work from anywhere—coffee shops, co-working spaces, hotels—without a designated permanent office.
Hybrid (Fixed or Flexible): Some days in the office, some days at home. This can be a fixed schedule (e.g., everyone comes in on Wednesdays) or flexible (come in as needed, up to a certain number of days per month).
Flexible: True flexibility allows employees to decide when and where they work. It’s employee-led, not dictated by set days or hours.
At first glance, you might think the choice is all about geography. But as we dug deeper, we found it’s not just about where you work—it’s about how your team operates and, crucially, how well it’s led.
The Productivity Myth: Location vs. Leadership
“In-Office = More Productive”?
One of the biggest arguments for bringing everyone back to the office is the notion of “productivity.” But when we looked at the data, plenty of surveys suggest remote and hybrid teams can be even more productive—as long as they’re led well.
It Comes Down to Defining “Productivity”
For some leaders, “productive” means being physically present from 9-to-5. But a better measure is whether your team is delivering results. If your employees produce great outcomes and hit their goals, does it really matter if they’re doing so from a cubicle or their living room?
Trust: The (Surprising) Key to Remote Success
During our discussion, Derrek shared a fascinating statistic: remote workers are more likely (by 22%) to trust their senior leaders than those who work on-site. That feels counterintuitive, right? We explored a few theories:
Deliberate Communication: Remote leaders tend to be more structured and intentional in how they communicate—regular check-ins, clearer written directives, and formal one-on-ones—which can build trust.
Avoiding Overexposure: Sometimes seeing your leader all day in the office can reveal quirks or conflicting values, chipping away at trust over time. Remote setups might maintain a “Goldilocks zone” of interaction.
Either way, it all ties back to the same core truth: Trust is a leadership skill, not a product of location. Leaders who micromanage in the name of “efficiency” ironically often create the least effective work environments.
Beyond Location: Why Work-Life Balance Really Matters
The big eye-opener? So many employees want remote or hybrid jobs, yet so many leaders feel unprepared to manage them. Why? Often, organizations try to force old-school, 40-hour, “butts-in-seats” structures onto a new way of working. Employees may have greater flexibility, but they still feel tethered to their computers all day, worried their manager might send a “Where are you?” Slack message.
Four-day workweeks, flexible hours, or simply a “get your work done your way” approach are gaining traction, and data shows they can boost productivity and retention. The sticking point? Fear. Fear that employees won’t actually work or, worse, they’ll juggle two jobs on the sly. This fear leads to micromanagement, which kills trust and morale.
Tips to Lead in Any Work Environment
Here are some core takeaways to help you become a more undefined leader—capable of guiding teams effectively whether they’re down the hall or across the country.
Define Productivity by Outcomes, Not Hours
Clearly outline each role’s goals and deliverables.
Measure success by quality of work, not how many hours someone is logged on.
Set Clear Boundaries (and Honor Them!)
Encourage team members to block off personal time on their calendars, whether it’s picking up the kids or going for a midday run.
Create safety by eliminating the anxiety that comes from “random check-ins.”
Give Meaningful Feedback—Often
Regular, constructive feedback boosts engagement. Employees want to know what success looks like.
Use the right medium for the message: sometimes a quick Slack message is fine, but more sensitive feedback is better delivered via video call or in person.
Model Work-Life Balance
If you’re taking an afternoon off to recharge, be transparent. Let the team see it in your calendar or mention it in the morning meeting.
Leaders who take breaks themselves encourage teams to do the same without guilt.
Emphasize Trust Over Control
Tracking keyboard activity or micromanaging every minute signals distrust, which leads to higher turnover.
Instead, focus on coaching employees, removing blockers, and setting them up to meet the agreed-upon goals.
Why It’s Really About Leadership
At the end of the day, the debate over office vs. remote vs. hybrid might be a red herring. Every model can fail—or thrive—depending on the culture, communication, and trust leaders create. If you’re a leader who can:
Communicate vision and goals clearly
Offer genuine flexibility and respect
Provide timely, meaningful feedback
Model a healthy work-life blend
…then you’ll likely see productivity and morale skyrocket, no matter where your employees clock in.
Tune In for More
We barely scratched the surface of our conversation here. To dive deeper into these insights—and hear more stories about the changing face of work—check out the full episode of The Undefined Leader podcast. You’ll learn:
Why so many leaders still fear “losing control” with remote teams
How to shift from time-based to outcome-based management
Real-life examples of leaders who successfully foster trust across different work arrangements
Don’t forget to follow us on Instagram (@undefinedleader) and wherever you get your podcasts. And if you have questions or stories of your own—especially about remote, hybrid, or flexible work successes (or disasters!)—drop us a DM or comment. We’d love to explore them in a future episode.
Thanks for reading, and remember: great leadership isn’t defined by where your team sits—it’s defined by how you empower them to do their best work.
Ready for more? Listen to our full podcast episode on remote vs. hybrid vs. office life, and join us in redefining what leadership can look like in today’s world.
