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Deel Team

While remote-first workplaces share many common characteristics with other remote-friendly approaches to work, such as increased productivity and greater employee satisfaction, they also offer some advantages that are unique to the remote-first approach that make it stand out compared to other work organization models.

1. Remote-first companies have more homogeneous company cultures

A remote-first culture establishes remote work as the norm rather than a perk or privilege. 

Suppose a CEO doesn’t correctly orient the culture of a hybrid or remote-friendly organization or establish clear remote work policies. In that case, employees may experience social pressure to be in a physical office to advance in their careers and maintain rapport with their peers. 

This 2022 Pew survey, based on 5,889 US adults who work part-time or full-time, found that 76% prefer working from home. 64% say working from home has improved work-life balance, and 46% say remote working makes it easier for them to finish their work and meet deadlines. 

Marginalized workers that have historically faced the most significant pressures in the workplace, such as women and working parents, have also benefited from flexible working arrangements. Women are about twice as likely as men to say working from home has made it easier to advance in their job.

According to a 2021 FlexJobs survey, 49% of working mothers and 50% of working fathers reported increased levels of productivity by being able to work from a home office. This arrangement enabled them to better balance work and childcare without worrying that they’re jeopardizing their careers.

A remote-first company puts remote workers on the same playing field as in-office employees, improving mental healthloyalty,  and retention

2. Remote-first companies are more versatile and resilient 

A remote-first company is always ready to consistently and effectively operate regardless of where team members are at any given moment.

Remote-first employees who occasionally go into a company-owned workspace will perform their job using the same tools and processes as if they had worked remotely. For example, all employees will meet via synchronous video conferencing software such as Zoom or Microsoft Teams, even if some attendees work together physically. In addition, all workspace chats and announcements will take place via asynchronous communication apps like Slack.

This continuity helps maintain a consistent employee experience, which is particularly useful for distributed teams operating across different time zones or work hours. 

This arrangement also ensures readiness and resilience in case of business disruptions. Disruptions could range from minor transport network disruptions to severe disturbances, such as the COVID-19 pandemic. In any case, remote-first organizations can accomplish their daily jobs effectively from anywhere under most circumstances. 

3. Remote-first companies have access to deeper and more diverse talent pools

Remote-first work attracts more applicants worldwide with far-ranging skills and experience. 

According to LinkedIn, remote jobs received 50% of all applications in February 2022. Hiring remote team members gives companies more freedom to hire wherever they find top talent. That could be a region renowned for its abundance of tech talent, such as LATAM, or a specific country, providing access to lucrative market opportunities. 

Remote-first companies can also attract digital nomads, remote employees, or contractors who take their work with them as they travel to different locations. While hybrid or remote-friendly companies can also hire remote talent, their decisions are often dictated by how much office space is available, and whether the worker can, or will, commute. 

These restrictions often rule out remote global talent and can limit diversity in the workplace.

4. Remote-first companies enjoy greater cost savings

A remote-first approach enables companies to grow and evolve while scaling back their physical footprints.

Large or high-growth firms with remote first models don’t need to add expensive office space to keep pace with hiring. They can relinquish existing commercial space if they only expect a small percentage of their staff to work on-site at any time. 

Moreover, remote-first companies can more readily adapt to changing market conditions without being concerned about wasting money on real estate. 

Finally, organizations with a remote workforce can reduce their compensation budget if they hire in areas with lower living costs and can avoid the high costs associated with relocating employees.