Welcome To We Work Remotely’s State of Remote Work Report 2025!

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Welcome To We Work Remotely’s State of Remote Work Report 2025!

This year, remote work stole the spotlight again, with big wins and a ton of valuable takeaways. The world of work is shifting faster than ever, and we’re here to give you the scoop!

Consider this report your ultimate guide to where remote work stands, where it’s headed, and what it means for you — whether you’re leading a globally distributed team or figuring out if remote is right for your business.

🔍 Purpose and Scope of the Report

Our mission? To get real about remote work in 2025. We’re highlighting the latest trends, breaking down challenges, and serving up actionable insights that remote-first companies (and aspiring ones) can’t afford to miss.

Based on our exclusive survey data and in-depth industry analysis, we’ll:

Reflect on how remote work has evolved this year.
Explore the priorities and wants of the modern remote worker.
Help businesses and leaders improve their approach to remote management, talent acquisition, and employee retention.
Empower organizations to stay ahead of the game in 2025 and beyond.

Let’s unpack the changes shaping this dynamic landscape and explore the best strategies to drive meaningful results. 💪

The 2024 Remote Work Landscape

In 2024, companies experimented with just about everything to shape the future of work. Some bet big on fully remote policies, others expanded talent pools globally, and a few went all-in on Structured Hybrid models. Some even brought the office watercooler crowd back full-time.

Here’s how those approaches panned out:

🎉 Remote Work: From Niche To Norm

Remote work shifted from a trend to a standard practice in 2025.

Nearly 60% of employers are now Team Remote, touting major cost savings and overall satisfaction rates.[*] Unsurprisingly, startups, small businesses, and those in high-cost metro areas led the way.[*]

These stats from 2025 capture the shift in action:

69% of US companies now offer work location flexibility (up from 51% in 2024).[*]
73% of small businesses (less than 500 employees) are fully flexible.[*]
51% of professionals prefer fully remote roles, reporting higher job satisfaction.[*]
90% of people love remote work for the flexibility and work-life balance.[*]

Experts predict this trend will keep climbing, with 22% of the US workforce (36.2 million people!) going remote by 2025.[*]

As Mark Lobosco, VP of Talent Solutions at LinkedIn, puts it:

“Now that companies have built the framework – and experienced the cost and time savings associated with [remote work] – there’s no real reason to turn back.”

🌏 The Global Push for Talent Expands Nearshoring and Offshoring Initiatives

Nearshore and offshore growth will continue due to wage inflation, rising costs, and talent shortages across North America, Europe, and Australia.

Remote opportunities surged in Latin America and the Philippines, specifically, where talent is highly specialized, cost-effective, and culturally aligned.

Over 70% of US tech firms are diving into nearshoring with LATAM talent.[*] And big names like Slack, Zoom, HubSpot, Zendesk, and American Express are all collaborating with remote workers in the Philippines.[*]

These global talent hubs offer strong English proficiency and time zones perfect for overlap — or even seamless 24/7 productivity. International teams in 2024? Major win.

🏢 The Rise of Structured Hybrid

In 2025, 25% of employees reported changes to their company’s remote or hybrid policies, with Structured Hybrid models emerging as a frontrunner.[*] This approach skyrocketed from 20% in 2023 to 37% of businesses implementing it in 2025.[*]

Structured Hybrid protocols set strict expectations for workers, often requiring:

A set number of in-office days per week.
Specific office days (e.g., Monday, Wednesday, Friday).
A defined percentage of time spent in the office (e.g., 60%).

Notably, 67% of companies with 25K+ employees are piloting these models to balance remote work perks while mitigating RTO pushback.[*]

😵 Return To Office (RTO) Mandates Flop

Turns out, telling everyone to come back to the office isn’t exactly a crowd-pleaser. Only 31% of companies still demand full-time in-office attendance — a steep drop from 49% last year.[*]

Despite this, some big brands attempted to bring workers back to their desks, sparking backlash and employee uncertainty.

🛒 Amazon. Forget 2-day shipping; it’s 5-day commutes starting in 2025.[*] Amazon’s hardline RTO stance has ruffled feathers, with 73% of surveyed employees reportedly eyeing the exit door.[*]

💻 Dell. Dude, you’re getting a cubicle. Employees face a choice: go hybrid (3 days in-office) or stay fully remote. The catch? Remote workers lose perks like promotions and internal job changes. Still, half of their team chose to stick with remote setups.[*]

While RTO mandates might seem like this year’s villain, the backlash served a purpose. It showed how much people value flexibility and hinted that rigid policies won’t last.

🍎 5 Lessons We Learned In 2024

Remote work has come a long way this year, teaching us some important lessons about productivity, well-being, and the ever-changing dynamics of work. Here are the key takeaways:

1. Remote Workers Are Still Crushing It

Spoiler alert: Remote workers continue to prove the doubters wrong. Productivity? Check. Focus? Double check. Collaboration? Remote teams are nailing that, too.

Stats show:

Focused time is where remote work really shines. HubSpot’s data shows remote team members spend 4.5 hours in focus mode daily. Office workers? Just 3.7 hours. That adds up to an extra 4+ hours per week for remote pros — a 22% boost in focus time.[*]

But it’s not just about the hours. Remote work eliminates distractions, fosters deeper focus, and lets employees dive into their tasks. In a world where results matter more than watercooler chats, remote workers have shown they’re here to win. 🏆

2. Remote Workers Report Higher Well-Being

Turns out, working remotely isn’t just better for productivity — it may also be better for your health. According to research:

We must also consider how the way we work contributes to financial stress.

Full-time office workers spend about $1,020/month on commuting, lunches, and office-related expenses.[*] That’s $12,240 a year! So should we be surprised that 79% of employees now expect a pay increase for complying with RTO mandates?[*]

On the flip side, remote workers save a cool $7,000 annually — cash that can go toward groceries, childcare, or even that dream vacation. Lifestyle upgrade? We think so.

3. RTO Mandates Damage Company Culture

What happens when companies ignore employee feedback and force RTO mandates without solid reasoning?

This year, we saw a clear trend: as transparency and trust go out the window, so do company morale and engagement.[*]

Over 500 employees sent a letter to Amazon Web Services (AWS) CEO Matt Garman describing how “appalled” they were to receive “the non-data-driven explanation” for imposing a five-day in-office mandate.[*]

They’re not alone. Across the board, workers called back to the office feel disrespected and disengaged by the lack of transparency and disregard for their well-being.

The numbers tell the story:

Dropbox CEO Drew Houston called RTO mandates “a really toxic relationship” between management and employees.[*]

Culture isn’t about where you work; it’s about how you work together. Companies prioritizing employee well-being and input will build cultures of trust and engagement — while those doubling down on RTO risk losing it all.

4. RTO Policies Lead To Significant Talent Losses

While only 4% of global CEOs are pushing full-time RTO as a priority, those who try are learning the hard way that employees value flexibility more than ever.[*]

Almost 60% of professionals know someone who quit or plans to quit over RTO, with 35% knowing multiple people jumping ship.[*]

The fallout? It’s been pretty brutal:

🤯 The twist? Some companies may actually want these exits. Research shows that 25% of execs hope RTO will drive “voluntary” turnover.[*] So they’re really like layoffs in disguise (and minus the bad PR).

5. Remote Work Attracts & Retains Top Talent

Here’s the double whammy for companies enforcing RTO: not only do they lose incredible employees, but they also struggle to replace them.

Researchers found that RTO firms take 23% longer to fill job vacancies, hire rates drop by 17%, and hiring costs skyrocket.[*]

Meanwhile, remote-friendly companies are thriving in the talent market. Why? Because flexibility is the golden ticket:

Companies with remote policies boast 25% lower turnover rates. And almost half of employees say they’re more likely to stay with their current employer if remote work is on the table.[*]

As these lessons show, remote work isn’t just about where people work — it’s about how businesses adapt, innovate, and thrive. Now, let’s dive into the numbers behind the trends.

The Remote Workforce Speaks: 2025 Survey Highlights

Our 2025 survey captured valuable insights from remote workers across industries and continents. These findings reveal the driving forces behind today’s remote workforce, from who's working remotely to what they value most.

🧑‍💻 A Peek At Remote Worker Demographics

Remote workers come from all walks of life, and our 2025 survey highlights just how diverse this workforce really is. Let’s break it down:

📷 Generational Snapshot. Millennials dominate the remote work space with a whopping 68% of respondents. Gen X follows at 15%, with Gen Z (9%) and Baby Boomers (7%) rounding out the rest.

🖥️ Work Styles. The majority of respondents (60.7%) are full-time remote professionals. Over 22% split their time as part-timer remote workers; 17% embraced a hybrid schedule.

👋 Gig Workers Checking In. While 53% of our survey takers identify as employees with benefits, nearly half (47.3%) are contractors — proof that the gig culture is thriving in the remote world.

💼 Professional Experience. Remote work isn’t just for newbies — 42% of respondents have 10+ years of professional experience. Another 20.5% bring 5-10 years to the table, while 37.5% have five years or less under their belts.

💻 Remote Work Experience. Over 82% of respondents have been working remotely for five years or less — many starting during the Covid-19 era. More than 10% have been at it for 5-10 years. And a seasoned 6.7% have been remote pros for over a decade (like us!).

😎 The Top Job Categories. Our remote workers span a variety of industries, with these categories leading the pack:

💰 Salaries. The largest group (52%) of our respondents earns less than $50K/year. Higher earners include 18% making between $50K and $75K, and 7.5% bringing in $100K+.

More than 22% of our survey takers politely told us their salary was none of our business. 🙃

From seasoned tech pros to creative powerhouses, the remote workforce is as diverse as it is dynamic. But what do these workers value most in their roles?

🔑 Key Trends In Remote Work Preferences & Values

What makes remote work so appealing? According to our survey, it’s all about flexibility, balance, and freedom. Here’s what remote workers love most:

Workplace flexibility
Not having to commute
Being able to spend time with loved ones
Prioritizing what matters most
Having more career choices

Compared to previous years, the list remains largely the same, with only a slight swap between #4 and #5.

While flexibility is important to remote workers, it’s not their top priority. Here’s how their key values rank today:

Key Insights

Work-Life Balance Reigns. It’s still the cornerstone of satisfaction, proving remote workers value harmony above all else.
Self-Improvement is the New Promotion.With a rising focus on skill-building and mental health, employees are playing the long game for personal growth over traditional accolades.
Me First, Team Second. A shift toward autonomy and individual priorities signals a cultural evolution in remote work — less socializing, more solo thriving.
Career Growth Redefined. The drop in career advancement importance shows workers redefining success, prioritizing holistic goals over climbing ladders.

These shifts reveal a new era of remote work, where roles and workplaces revolve around balance, growth, and well-being.

⛰️ The Biggest Remote Work Challenges

We asked survey takers to rank their remote work challenges on a scale of 1 to 8. Here are survey responders’ #1 answers:

1. I Don’t Often Take Time Off (19%) 🛑🌴

✅ Remote workers struggle to unplug, even with the flexibility to do so. Whether it’s pressure to stay productive or saving vacation days for emergencies, the result is the same: burnout.

This challenge saw a 6.7% spike from 2023, reflecting mounting stress from economic pressures and unrealistic expectations.

Just 11% of survey takers say their company offers unlimited vacation, so it’s no wonder workers feel hesitant to take time off.

✅ Recommendation: Offer supportive unlimited PTO policies, and don’t just encourage time off — normalize it! A recharged team is a productive team.

2. Time Zone Collaboration Issues (18.4%) 🌍⏰

Time zone issues continue to wreak havoc on remote teams, delaying projects and limiting engagement. It’s the top challenge for many, rising 3% since 2023.

Collaboration is particularly affected in globally distributed teams where synchronous work isn't always feasible. Time zone challenges make scheduling a headache and leave some teammates feeling left out of the loop.

✅ Recommendation: Embrace async workflows to reduce reliance on real-time meetings. Use shared calendars, project management platforms, and time zone overlap calculators to streamline collaboration.

3. I Can’t Unplug from Work (17.7%) 🔌💻

Remote workers are struggling to disconnect as the lines between work and life blur. This challenge is up 3.5% from 2023, and a high percentage also rated it second.

Enter the “Green Status Effect.” Nearly two-thirds (64%) of remote workers admit keeping their messaging apps open and “active” to look available.[*][*]

✅ Recommendation: Ditch the always-on culture. Encourage healthy boundaries, normalize offline time, and promote policies that prioritize work-life balance.

4. It's Hard to Stay Motivated (12%) 💤📉

Staying motivated in a remote setting isn’t easy. This challenge held steady from 2023, proving it’s a consistent struggle for many.

The culprits? Isolation, poor communication, repetitive routines, and limited collaboration — all ingredients for disengagement.

The lack of professional growth opportunities doesn’t help either. Only 32% of survey takers receive a learning and development stipend, so employees may feel stuck and uninspired about their future.

✅ Recommendation: Boost motivation by investing in learning and development programs. Upskilling builds confidence and keeps employees engaged and excited about their career growth.

5. I Don’t Have a Dedicated/Good Enough Workspace (9.6%) 🪑🏠

A bad home office setup is a productivity killer. From poor ergonomics to lack of privacy, remote workers with inadequate workspaces struggle to stay focused and efficient.

Nearly 80% of respondents don’t get help setting up their workspace, and only 9% receive a coworking stipend. It’s no surprise workspace challenges persist, with many lacking the tools or environments they need to thrive.

✅ Recommendation: Offer budgets for ergonomic furniture, tech upgrades, and coworking spaces. Helping employees create productive setups boosts efficiency and shows you care about their comfort and well-being. Win-win!

6. I Feel Lonely and It's Hard to Socialize (9.0%) 🧍‍♀️🧍‍♂️

Loneliness is still a big issue for remote workers. While it’s not often ranked as the top concern, it climbs higher in secondary ranks, showing its emotional toll is hard to ignore.

Without in-person interactions, remote workers miss out on spontaneous chats and team bonding, which can hurt mental health and weaken team cohesion. Less than 14% of survey takers participate in company-sponsored retreats, leaving a gap in opportunities to connect.

✅ Recommendation: Boost virtual team-building efforts. Even better? Plan annual retreats or more in-person gatherings. These moments foster camaraderie, build rapport, and help reduce feelings of isolation.

7. It's Hard to Stay Focused (8.6%) 🎯🚫

While this challenge ranks mid-tier, it’s still a persistent hurdle for many. Poor workspace design and a lack of accountability often fuel the struggle, making it tough to lock in on tasks and maintain productivity.

✅ Recommendation: Help employees fight distractions with tips for structuring their day, taking meaningful breaks, and refining personal routines. Consider offering productivity workshops or access to focus-enhancing tools to keep teams on track.

8. It’s Hard to Collaborate/Communicate with My Team (5.3%) 🗣️🔄

Communication hiccups are a low-ranked but enduring challenge, often tied to time zone struggles, confusing processes, and tool overload. While fewer workers list it as their top issue, it regularly pops up as a mid-tier frustration (ranks 3–6).

When we asked remote workers what makes collaborating with their team more difficult, they called out:

Unclear communication protocols (35%)
Too many meetings (34%)
Time zone differences (32%)
Lack of leadership (30%)
Lack of documentation (29%)
Lack of trust from the team (23%)
Too many tools in place (18%)

✅ Recommendation: Simplify communication! Streamline tools, clarify expectations for async workflows, and encourage leaders to step up. Regular surveys can help uncover pain points so you can fix them ASAP.

⚖️ The Shift in Priorities: Work-Life Balance Takes Center Stage

Our survey takers are rethinking what really matters, with personal well-being and life outside of work taking the spotlight.

The shift from hustle culture to health-first culture shows just how far we’ve come. But there’s still work to do as we continue evolving.

Here’s how remote workers ranked their life priorities:

1. Spending Time With Loved Ones (29%) 👨‍👩‍👧‍👦

Relationships matter most. When asked what they love about remote work, 31% of responders said spending time with family and loved ones.

So it’s no shock that prioritizing close connections has solidified its spot as the top priority with a 3.5% rise from 2023.

2. Taking Care Of Mental Health (26%) 🧠🌿

Mental health is on everyone’s mind — literally. With a 9.3% surge from 2023, this priority now outranks work and self-development.

Remote workers are saying yes to self-care and emotional well-being, reflecting a growing push to tackle life’s stressors head-on.

3. Self-Development (16.6%) 📚✨

Self-development is still in the mix, but it’s taken a backseat this year as workers prioritize mental health and relationships. Even so, plenty of respondents value personal growth and skill-building — proving we’re all about that balanced hustle.

4. Work (18.5%) 💼⚖️

Work took a tumble, dropping from the second spot in 2023 to fourth this year. The message is clear: personal well-being and relationships now outweigh the grind. Remote workers are redefining success by including more life in their work-life balance.

5. Exercising (6.6%) 🏃‍♀️💪

Staying active is hanging out in the lower ranks, showing physical health still takes a backseat to mental health and relationships. Even so, it’s a mid-to-lower tier focus for many, tying into long-term wellness goals.

6. Hobbies (3.6%) 🎨🎮

Hobbies took a hit this year, dropping 8.4% from 2023.

A whopping 41% of respondents ranked them as their least important priority, suggesting they’re seen as nice-to-haves rather than must-haves.

With so much energy going toward family and mental health, it makes sense that personal interests have shifted to the back burner.

🧭 Navigating the Shift As a Remote-First Company

Employees are focusing on emotional well-being, meaningful relationships, and work-life harmony. For companies, this is an opportunity — not a challenge.

This is your moment to lead. Start by fostering a culture that aligns with these values. Employees thrive when flexibility is baked into company policies, mental health support is more than a buzzword, and family-friendly practices are a given, not a perk.

Here’s how to make it happen:

Value-Aligned Goal-Setting. Show employees how their work connects to something bigger. Purpose matters.
Wellness Check-Ins. Go beyond the surface. Well-being programs and mental health support are mandatory. But also regularly ask how your team is doing (and mean it).
Family-Friendly Policies. From generous parental leave to flexible schedules, let employees prioritize what matters most.

Treat your team like people, not productivity machines. When you invest in their holistic needs, you’re not just improving their lives — you’re building a more loyal, motivated, and productive workforce. The best workplaces are the ones that prioritize people first.

💡 New Findings for Hiring Managers

Remote work isn’t niche — it’s the future. Top talent knows this and expects flexibility. Here’s what the numbers tell us:

Nearly 65% of survey respondents predict remote work will grow significantly in the next five years, while only 13% think it will decline. Almost half (49%) of participants saw an increase in remote roles this year.

What This Means for You: Flexibility is non-negotiable in 2025. Top candidates want remote options. Companies that resist that risk losing talent to forward-thinking competitors.

🧩 Challenges In Remote Hiring

While remote work opens doors to a diverse global talent pool, it also brings unique hiring obstacles:

Finding Qualified Candidates. As remote roles attract applicants worldwide, standing out in a competitive market and finding the right fit requires better sourcing, sharper employer branding, and tailored vetting processes.
Preserving Company Culture. Maintaining a sense of connection across distributed teams requires intentional efforts to transcend hiring biases and foster inclusivity during the hiring process.

🧑‍💻 Navigating Global Talent Acquisition

International hiring is booming, with LATAM and the Philippines at the forefront. However, hiring globally comes with its own hurdles:

Time Zone Challenges. Collaborating across multiple time zones requires tools and policies to ensure fairness and productivity.
Compliance and Legal Complexities. Navigating local labor laws and tax regulations for international employees demands careful planning or help from an expert partner.

🤖 Technological Advancements in Recruitment

AI and automation are reshaping talent acquisition, making hiring faster, smarter, and more efficient.

Tools like intelligent talent-matching platforms, screening algorithms, and onboarding chatbots are already streamlining workflows — and 67% of hiring pros believe AI usage will explode in 2025.[*]

However, this wave of innovation has its drawbacks:[*]

Loss of the Human Touch. 40% of respondents worry that overusing AI may lead to impersonal hiring experiences, potentially alienating top candidates. People still value meaningful interaction during critical moments like interviews and onboarding.
Algorithmic Bias. Bias in training data could result in unfair or discriminatory outcomes, putting companies at legal and ethical risk. About a quarter of talent specialists raised concerns about this issue.
Uncertain ROI. With evolving AI tools, companies are unsure if these investments yield measurable returns on recruitment outcomes.
Regulation and Compliance. AI governance is still developing. Organizations risk non-compliance if they fail to monitor legal updates or establish transparency around their AI usage.

When mismanaged, AI can undermine recruitment. But when used thoughtfully, it becomes a powerful ally.

🙏 What Remote Workers Really Want

We asked remote workers what their employers could do better. Meet these desires, and you’ll become a top choice for remote all-stars:

Expand your offerings to cover what employees need and want to stand out. You’ll attract high performers and earn long-time loyalty.

🤝 The Role of Leadership In Remote Work

Leadership in remote work isn’t about constant oversight — it’s about creating an environment where employees can thrive, no matter where they are.

Far from being “hands-off,” effective remote management requires intentional actions that balance autonomy with support. The best remote managers are communicators, facilitators, and motivators who set clear expectations while fostering trust and connection.

In this section, we’ll explore the dual nature of leadership: the traits that empower remote teams to excel and the pitfalls that undermine progress.

By understanding what employees value in a manager — and what they find most challenging — leaders can adopt strategies to build strong, cohesive teams that operate seamlessly across time zones.

✅ Comparing Positive Manager Traits: 2024 vs. 2025

What makes a fantastic remote manager? Our year-over-year survey results show evolving priorities. Here’s what remote workers say positively impacts their day-to-day work:

🔊 Transparent, Clear, and Empathetic Communication (44%)

Communication is king in remote work environments. With fewer face-to-face interactions, managers who communicate well set the gold standard. It fosters trust, reduces misunderstandings, and makes daily workflows smoother and more efficient for remote teams.

“You can never over-communicate enough as a leader at a company, but at a remote company, nothing could be truer. Because you don't physically see people in person, information doesn't spread in the same way, so leaders need to do the heavy lifting for evangelizing the message.” — Claire Lew, Know Your Team

🧘‍♀️ Supporting Work-Life Balance (35%)

Work-life balance remains a cornerstone of employee satisfaction, even with a slight dip from 39% in 2023.

Flexibility is no longer a perk — it’s expected. Managers who create boundary-respecting environments help employees recharge, stay focused, and feel more in control of their day-to-day lives. Burnout? Not on their watch!

💪 Being Motivating (32%)

Motivation from the top is crucial, especially since 12% of respondents said staying motivated was their #1 remote work challenge.

Employees want managers who spark inspiration, not just oversee tasks. By fostering autonomy, trust, and psychological safety, great leaders empower and encourage teams to bring their A-game every day. And a motivated team is a high-performing team.

📝 Giving Consistent Feedback (30%)

With a 5% bump from 2023, the need for consistent feedback is trending upward — and for good reason. Remote workers crave clarity and constructive input to stay on track and grow. Regular feedback helps them feel supported, aligned, and confident in their day-to-day work.

🏆 Rewarding and Recognizing Accomplishments (29.3%)

Recognition dropped sharply from 48% in 2023. The shift suggests employees are prioritizing meaningful connections and support over transactional praise. But don’t ditch the kudos altogether.

Tie recognition to impact. Let employees know how their work contributed to the team or mission. And if someone just crushed a big project, give them space to breathe before piling on the next one.

Recognition that connects to support career growth and well-being resonates much more.

🧭 Having a Clear Vision for the Team (28.7%)

While this metric dipped from 33% in 2023, employees still value leaders who bring clarity to the chaos.

A coherent vision aligns team efforts with individual goals, keeping everyone on track and motivated — even when remote work gets complicated and project scope creep threatens to derail progress.

🛠️ Having Technical Skills to Help the Team (28%)

This trait took a sharp decline from 36% in 2023. Reliance on managers’ technical expertise may be waning as automation tools simplify workflows.

Managers’ soft skills, like empathy and constructive feedback, are taking the spotlight, proving that connection and support matter more than coding chops.

🎯 Being Results-Oriented (27%)

Steady growth from 25.7% in 2023 suggests workers value leaders who focus on outcomes, not micromanagement.

Results-driven managers empower teams to own their work while providing the trust and clarity needed to deliver. For remote workers, this means less stress and more autonomy to manage their day effectively.

“One of the secret benefits of using remote workers is that the work itself becomes the yardstick to judge someone's performance.” — Jason Fried, Basecamp

🤝 Empowering Teammates (26%)

Empowering teammates is all about trust and autonomy, giving employees the confidence to own their work and make valuable contributions. This boosts employee engagement and makes the work feel more rewarding and less micromanaged.

“Great leaders understand that in remote work, it’s not about micromanaging hours but empowering results.” — Richard Branson

📈 Helping In Career Development (23%)

Managers who prioritize career growth create lasting value for their teams. Offering mentorship, advancement opportunities, or skill-building programs helps employees see a logical path forward.

For remote workers, this support transforms daily tasks into stepping stones toward long-term goals, fostering motivation and loyalty.

🧠 Caring About Mental Health (22%)

Managers who care about mental well-being build trust and loyalty within their teams. Checking in, normalizing mental health days, and fostering a supportive culture show employees they’re valued as people, not just workers.

This creates a sense of balance and reduces the stress of juggling work and life from the same space.

“Work is important, but people connect when they’re not working and the discussion isn’t focused on work. On each call, if you have five minutes to ask, 'Hey, how are you doing?' you can build a relationship with someone. This can be a game-changer in knowing your team better and creating a good culture for your company.” – Gonçalo Hall, Remote Work Consultant

💬 Being Good at Async Communication (17.5%)

Async communication is a remote work superpower. Managers who master it reduce meeting fatigue, improve clarity, and give employees more control over their schedules.

For remote workers, it means fewer interruptions and more time to focus, making their day smoother and more productive.

❌ Comparing Negative Manager Traits: 2024 vs. 2023

Not every manager gets it right, and remote workers weren’t shy about sharing what grinds their gears. By analyzing year-over-year data, we uncovered the traits that frustrate teams the most.

Here’s what workers say makes their day harder than it needs to be:

🕵️ Micromanagement (30%)

Remote workers overwhelmingly and collectively despise micromanagement.

Remote work thrives on trust and autonomy, so leaders who over-control or fail to delegate can quickly stifle productivity and morale. Employees want managers who empower them to do their jobs — not hover over every move.

“In the world of remote work, trust isn’t a luxury; it’s a necessity.” — Stephen R. Covey

🗣️ Poor Communication Skills (29%)

Poor communication still ranks high, even after dropping from 38% in 2023. The decline suggests progress, but the lasting impact shows there’s room for growth.

Clear, empathetic communication remains a steady want in the remote-first world, where misunderstandings can sabotage productivity. Managers who communicate intentionally can bridge gaps and build trust.

“Remote managers need to consider things like imposter syndrome, communicating intentionally with their remote teams, finding ways to talk about productivity, and communicating in writing rather than face-to-face chats.” — Becca Van Nederynen, Help Scout

📵 Unavailability (29%)

Unavailability significantly jumped from 23% in 2023, reflecting growing frustration with inaccessible managers. While async work and flexible hours are great, they shouldn’t mean managers disappear when their teams need guidance.

Being present — whether through scheduled check-ins or quick responses — makes all the difference in a remote setup.

📉 Failure to Give Feedback (28%)

This trait plagues nearly a third of respondents. Employees want actionable, growth-focused guidance — not radio silence. Regular, constructive feedback helps remote workers feel supported, stay on track, and see a direct path to improvement.

🗂️ Disorganization (27%)

Disorganized leadership is a fast track to inefficiency and frustration. Remote workers need explicit processes and leaders who can bring structure. When managers stay organized, it boosts morale, keeps teams running smoothly, and prevents everyone from spinning their wheels.

🧩 No Team-Building Skills (26%)

This dropped from 31% in 2023, suggesting some progress — but there’s still work to do. Over a quarter of workers see a lack of team-building as an issue, especially in distributed units.

Great leaders prioritize connection, creating opportunities for bonding and strengthening team cohesion, no matter the distance.

⏰ Poor Time-Management Skills (25%)

Down from 35% in 2023, this issue is improving but still vexing. Remote workers depend on leaders to set priorities and manage feasible schedules for deliverables.

When managers manage this time well, it sets the tone for the entire team, making workflows smoother and deadlines less stressful.

🚫 Unprofessional Behavior (23%)

Down from 32% in 2023, this improvement shows progress in maintaining professional standards. Still, over a fifth of respondents point to this as a leadership gap.

In remote environments, professionalism sets the foundation for trust and respect — managers who model it foster stronger, more cohesive teams.

Those who don’t? They risk losing credibility, team engagement, and employee loyalty. Workers quickly disengage when leadership fails to act with integrity and respect.

🛑 Lack of Delegation (20%)

Refusing to delegate isn’t just inefficient — it’s demoralizing. When managers hoard tasks, it leaves teams feeling undervalued and overworked.

Delegation isn’t just about lightening your load; it empowers employees, builds confidence, and enhances morale.

🧭 Reliance on Employee Self-Management (19%)

Down sharply from 30% in 2023, this drop shows progress toward more hands-on support from managers.

While independence is great, over-relying on employees to self-manage can leave them feeling unsupported and adrift. A balance of autonomy and guidance ensures workers stay engaged in their roles.

⚠️ Communication Is Too Async (17%)

A notable decline from 26% in 2023, fewer respondents now see the overuse of asynchronous communication as problematic. This shift suggests better balancing of async tools with real-time interactions, though it’s still a pain point for some teams.

When communication skews too async, workers can feel isolated, disconnected, or stuck waiting for input, which slows productivity and adds frustration to their day.

“The most important keys to remote work at a startup have been weekly stand-ups. At Hive, we all get on Zoom once a week to chat and give shoutouts to the team. We also have regular 1:1s with video on. Having your video on totally changes the tone of a meeting and is critical.” — John Furneaux, CEO of Hive

❌ Stealing Credit from the Team (14%)

Down from 22% in 2023, this decline shows progress in recognizing contributions fairly. While less common, this issue still underscores the importance of trust and morale.

Managers who credit their teams properly foster loyalty, collaboration, and pride in the work. Failing to do so erodes relationships, demotivates employees, and can quickly create a culture of distrust.

“The old rules of what makes a great team still apply, whether you're a remote team or not. You can't build a culture if you don't have trust, accountability, and mutual respect. The best way to kill a culture is to stop trusting people and stop giving people the respect and the responsibilities they most likely want in their jobs.” — Tracey Halvorsen, Fastspot

By understanding these trends, organizations can refine their leadership development strategies to better align with the needs of today’s remote workforce. You’ll elevate trust, performance, and engagement in 2025 and beyond.

🚀 Looking Ahead: Key Challenges and Opportunities for Remote Work in 2025

Remote work has firmly reshaped how we work and connect. In 2024, flexibility, well-being, and intentional leadership became essential pillars for any successful distributed workforce.

Now in 2025, organizations that continue to champion employee-centric policies, adopt technology strategically, and stay ahead of changing workforce priorities are the ones driving innovation and growth. The future of work is here — and it’s full of opportunities to lead and thrive.

Key Takeaways and Lessons Learned

The Remote Revolution Rolls On. With 65% of employees predicting remote growth, companies must adapt or risk losing top talent to more flexible competitors.
Global Remote Hiring Expands. LATAM and the Philippines are the new talent hotspots, offering opportunities for businesses ready to conquer time zones and compliance challenges in exchange for cost-effective, specialized skills.
AI in Recruitment. While automation streamlines processes, concerns over algorithmic bias and lack of personalization underscore the need for a balanced, human-first approach.
Employee Priorities are Shifting. Mental health, self-development, and meaningful relationships are front and center. Leaders who align with these values will win.
The Role of Managers Is Critical. Clear communication, work-life balance, and regular feedback remain at the heart of effective leadership.

🌟 We Work Remotely, Signing Off On Another Standout Year In Remote Work

Thank you for joining us on this journey through the State of Remote Work 2025. At We Work Remotely, we’ve experienced the transformative power of remote work firsthand over the past 11 years as a fully remote company.

This year was a testament to the resilience and innovation of remote teams worldwide. As this landscape evolves, we’re committed to keeping you informed, inspired, and equipped to thrive in a remote-first world.

✨ This year is all about driving growth, embracing change, and unlocking new possibilities for distributed workforces everywhere.

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