{"id":3356,"date":"2023-06-30T10:46:19","date_gmt":"2023-06-30T10:46:19","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/remote-work-is-good-for-individuals-but-bad-for-teams-says-ceo-with-fully-in-person-office-its-not-just-about-you\/"},"modified":"2023-06-30T10:46:20","modified_gmt":"2023-06-30T10:46:20","slug":"remote-work-is-good-for-individuals-but-bad-for-teams-says-ceo-with-fully-in-person-office-its-not-just-about-you","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=3356","title":{"rendered":"Remote work is good for individuals but bad for teams, says CEO with fully in-person office: \u2018It\u2019s not just about you\u2019"},"content":{"rendered":"

As many companies including Google and Citigroup push for their employees to come back to the office, a software CEO with a fully in-person operation says remote work may be good for individuals, but not for the greater team.\u00a0\u00a0<\/p>\n

\n

Working isn\u2019t just about personal productivity\u2014it\u2019s about being a team player and helping to raise the performance of others, Jake Wood, CEO of corporate philanthropy company Groundswell, wrote in a June 16 LinkedIn post.\u00a0\u00a0<\/p>\n

\u201cI can understand the employee\u2019s perspective, but I think it\u2019s lacking something critical: It\u2019s not just about you,\u201d Wood wrote. \u201cWhat do I mean by that? You<\/em> might be able to execute your work on time and to standard in a remote environment. But what about your colleagues? Absent your presence, leadership, mentorship\u2014can they thrive?\u201d<\/p>\n

Wood is a former Marine sniper who used to run Team Rubicon, a disaster-aid nonprofit that he founded in 2010. He stepped down as Team Rubicon\u2019s CEO in 2021 to found Groundswell, a service that enables corporate charitable giving via software and housing accounts. A self-proclaimed \u201chuge proponent of in-person collaboration and work,\u201d Wood told Fortune<\/em> that remote work slows company progress and hurts efficiency.\u00a0<\/p>\n

Groundswell operates fully in person, and while this made it difficult to recruit a team early on, the model has paid dividends in productivity since, Wood said in an interview.<\/em><\/p>\n

\u201cI do believe that we move faster and have a better shared understanding of our mission, our objectives, our challenges when we\u2019re together, and I think that the team would agree with that,\u201d Wood said.<\/p>\n

It\u2019s \u2018not just your individual contribution\u2019<\/h2>\n

Remote work especially disadvantages lower-level or new employees, Wood wrote on LinkedIn, because it makes onboarding slower and eliminates potential mentors. The CEO told Fortune<\/em> that he doesn\u2019t judge those who prefer remote work, but says their priorities don\u2019t lie with the team, so they should consider working independently.<\/p>\n

\u201cEmployees need to take care of themselves, and I\u2019m under no illusion that everybody feels this sense of dedication or selflessness and sacrifice for their employer,\u201d Wood told Fortune.<\/em> \u201cThat being said, your ability to do your job, from my perspective, is not just your individual contribution\u2014your ability to stamp widgets. Part of your job is lifting up the productivity and capabilities of those around you.\u201d<\/p>\n

A 2021 study published in Nature<\/em> supports Wood\u2019s theory of collaboration, finding that remote work made collaboration \u201cstatic and siloed.\u201d When shifting to remote work, employees tended to maintain communication with colleagues they had strong connections with, but not for those where connections were weaker. The problem is that weak connections often provide the most helpful, new, \u201cnonredundant\u201d information. The study, which followed over 60,000 Microsoft employees, found that remote work\u2019s shrinking of each worker\u2019s network hurt the overall organization\u2019s productivity.<\/p>\n

Teamwork and human connection are paramount for Wood, who explained his leadership style to the New York Times<\/em> <\/em>in late 2021 by saying <\/em>that \u201cempathy is core to leading with love.\u201d He added that he doesn\u2019t see employees as tools, but futures to invest in.<\/p>\n

Wood\u2019s comments echo those of other CEOs who believe remote work hinders junior employees\u2019 growth. Salesforce CEO Marc Benioff, for instance, said in March that new employees do \u201cempirically\u201d better if onboarded and trained in person. These comments get to the issue of \u201cproximity bias,\u201d the phenomenon where even employees higher up the ladder depend on the amount of time spent at the office for continued career progression. This tendency, for workers to have more affection for those they spend more physically close time with, frequently means in the professional world that managers tend to favor employees whom they see more often in the office. <\/p>\n

Not that remote work is without rewards. Remote workers earn $8,553 more on average than their in-person counterparts, according to a study by telecom company Ringover, which combed through over 35,000 remote and in-person job listings on LinkedIn. Remote workers also save on the transit, food, and clothing costs that office work entails. And while CEOs are quick to order their employees back to the office, a\u00a0survey of more than 250 mid-market CEOs\u00a0from June 2022 found that less than half were working in person five days a week themselves.<\/p>\n

For many workers, even a pay downgrade would be worth working fully remotely. A third of workers said they would accept a pay cut in exchange for working fully remote, with the option being especially enticing for people ages 18 to 25 and single parents, a February survey by employment agency Robert Half found.<\/p>\n

Still, the survey corroborated Wood\u2019s philosophy: Two-thirds of professionals reported that their working relationships with colleagues were more effective when performed face-to-face.<\/p>\n

For the Groundswell CEO, the remote versus in-person argument is all about how highly one prioritizes collaboration. If workers really want to advance their company\u2019s vision, they should be showing up to make it happen.<\/p>\n

\u201cI think you lift others best when you\u2019re in person and people are able to soak up your mentorship, your leadership, and your talents and reflect them in their own work life,\u201d Wood said.<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

As many companies including Google and Citigroup push for their employees to come back to the office, a software CEO with a fully in-person operation says remote work may be good for individuals, but not for the greater team.\u00a0\u00a0 Working isn\u2019t just about personal productivity\u2014it\u2019s about being a team player and helping to raise the […]<\/p>\n","protected":false},"author":1,"featured_media":3357,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[76],"tags":[],"class_list":{"0":"post-3356","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-leadership"},"yoast_head":"\nRemote work is good for individuals but bad for teams, says CEO with fully in-person office: \u2018It\u2019s not just about you\u2019 | Brandiary<\/title>\n<meta name=\"description\" content=\"As many companies including Google and Citigroup push 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