The Modern Approach to Remote Work: Finding the Right Balance

In the most recent Weekend edition of the Australian Financial Review (AFR), I was interviewed on WFH and remote working.  I have been working remotely with coaching clients and my team way before COVID, proving beyond doubt that it works. The AFR article takes one of many views I have on it, mostly very positive. 

Remote work works when you have the right people, the right systems in place, and a culture that supports trust and accountability. 

Embracing the Hybrid Work Model

A decade ago, I decided to let everyone on my team work remotely every day. I recognised that people wanted to avoid commuting to work, wanted to avoid getting stuck in traffic, wanted to take their children to and from school, or be able to care for people at home. We were also able to employ people in non-urban areas and across other States, not just Sydney, my hometown.

We were early pioneers in delivering career coaching remotely as well, way before COVID. We used Skype well before Zoom, and when Zoom arrived in Australia, we were one of its earliest adopters.

Now, with the rise of technology and the increased focus on work-life balance, many employers have seen the light and are exploring hybrid work models that combine remote work with in-office days. Our approach signifies a shift towards a more flexible and employee-centric work culture.

Balancing Productivity and Accountability

While remote work offers numerous benefits such as flexibility and reduced overhead costs, it also poses challenges in terms of productivity and team cohesion. I do acknowledge these challenges and have implemented various measures to ensure that anyone on my team remains productive and accountable.

From scheduling regular meetings to using screen monitoring tools, I have found ways to maintain productivity levels and foster a sense of accountability among his staff. 

One of the people commenting on the AFR article as featured in LinkedIn wrote: “For the last few years I’ve been usually working in Agile teams. The Agile Manifesto includes the principle principle – “Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.” I get so much more done that way.”

We couldn’t agree more!

The Impact of Hybrid Work on Employee Happiness

One key takeaway from our approach to remote WFH work is the impact of remote work on employee happiness.

By trusting my team to work from home and providing them with the necessary support and resources, I feel I have created a work environment where employees feel empowered and valued.

This, in turn, has led to higher job satisfaction and overall happiness among my staff.

The Future of Work: A Blend of Remote and In-Office Days

My story is just one example of how companies are reimagining the traditional office setup and embracing new ways of working. As the world continues to evolve, it’s becoming increasingly clear that the future of work lies in a blend of remote and in-office days. By striking the right balance between flexibility and structure, companies can create a work environment that meets the needs of both employees and employers.


I have been told that our approach to remote work serves as an SMB’s beacon of innovation in an ever-changing work landscape. By prioritising trust, accountability, and employee happiness, my experience demonstrates that remote work can be not only successful but also beneficial for both employees and employers. As more companies explore hybrid work models, it’s essential to learn and adapt to the changing demands of the modern workforce. The future of work is here, and it’s all about finding the right balance.

Do you need help with supporting your employees?

Want to support your employees through restructures and redundancy with effective onboarding, stay interviews, offboarding, and outplacement programs? Get in touch with me today to organise a 1-1 call to see how Career365 can support you and your team. Click here for more information.


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