Helsinki Times

"Remote work is not simply good or bad. It increases flexibility but can reduce the sense of community. We need to understand the conditions under which it supports or undermines employees,"

"If employees cannot influence their way of working, this affects their coping and motivation, whether they get less or more remote work than they prefer,"

"Individually, remote work may feel like the best solution. But at the community level, the impacts can be negative over time. That is why workplaces need open discussions and practices that support both individuals and teams in the long run,"

"Forcing people into one model can harm well-being. A motivated employee is also a productive one,"

Remote work increases flexibility but can reduce sense of community and belonging. When employees work remotely less than they prefer, engagement falls and intentions to resign rise. When remote work exceeds employee expectations, perceived work ability and performance decline. Lack of employee influence over working arrangements undermines coping and motivation whether remote work is more or less than preferred. Short-term remote work reduces stress. Long-term and extensive remote arrangements weaken learning, renewal and community. Heavy remote work can reduce employees' need to belong, decreasing readiness to return to offices and hindering support, knowledge-sharing and trust. Inviting offices, supportive managers and strong colleague relationships keep office work attractive. Coercion into one model harms well-being and productivity.

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