We recently had a fascinating conversation with Brian Macias—CEO of Embrace Pet Insurance—on the ERC podcast, What’s Up at Work? In our chat, Brian shared some thought-provoking insights on remote work that challenge the prevailing “one-size-fits -all” mindset.
We’re sharing his perspectives and exploring how you, as a business leader or HR leader, can create a work model that genuinely supports your team’s productivity, well-being, and long-term growth.
The Work from Home Debate
You’ve probably seen the remote work headlines—the promise of no more grueling commutes, more flexible schedules, and a cozy home office is hard to resist. But as Brian Macias pointed out, this view often oversimplifies a much more complex reality.
Brian told us, “All you have to say is work from home is the right answer for everybody, and you’ll get 5,000 likes on LinkedIn, right? Because it’s a very populist opinion.”
But he’s not so sure it’s the perfect solution for everyone. Instead, he emphasizes that what works best for you and your team might differ significantly from what’s trendy or easy.
Brian Macias’s “Unpopular” Take on Remote Work
During our conversation, Brian shared his “unpopular opinion” on remote work. He acknowledged the immediate perks—no traffic, no need to dress up—but cautioned against a narrow focus on productivity.
According to Brian, the real debate isn’t just about whether remote work boosts productivity, but whether it’s the right choice for you (the employer and the employee) in the long run.
He said, “The right question isn’t about how productive or not productive we can be. It’s what’s right for that individual.”
If you’ve ever felt that remote work might boost your output on paper but leaves you feeling isolated or overworked, you’re not alone.
Brian talked about how, without the structure of an office, some folks end up overworking themselves—kicking off their day at the crack of dawn or not taking proper breaks—while others fall into a cycle of endless scrolling and distraction. His message is clear: we need to ask ourselves, “What truly benefits our mental health and social connections?”
This should make you pause and consider if your current remote work setup might be unintentionally doing more harm than good.
The Productivity Paradox: Balancing Efficiency and Wellbeing
We all know that productivity matters. But here’s the twist: a 2023 Harvard Business Review study found that remote work can boost productivity by 10–15% in knowledge-based roles, yet there’s a flip side. Without clear boundaries, longer hours and constant connectivity can lead to burnout, which eventually chips away at that productivity.
Picture this: some team members might start working with their morning coffee and never really switch off, while others could get lost in the maze of social media distractions. Brian’s point here is straightforward—it’s not just about the numbers; it’s about taking care of your team holistically.
Here’s what you can do right away:
- Set Clear Boundaries: Define specific start and end times so everyone can truly disconnect.
- Promote Regular Breaks: Encourage your employees to step away from their screens—maybe even use a break-scheduling app to help them out.
- Monitor Workloads: Routinely ask your team about their workload, leaving opportunities to identify when extra support might be needed.
Remember, a 10–15% boost in productivity isn’t sustainable if your team is burning out.
Embracing the Hybrid Model: A Balanced Approach
If remote work isn’t perfect for every situation, what’s the alternative? Brian’s insights—and recent research by McKinsey and PwC—suggest that the sweet spot is often a hybrid model that blends the best of both remote and in-office work.
What Is a Hybrid Work Model?
Simply put, a hybrid model combines remote work with in-office collaboration. For instance, your team might work remotely on Mondays, Wednesdays, and Fridays, and come into the office on Tuesdays and Thursdays. As Brian explained, the goal isn’t to pick one extreme but to strike a balance that fits your organization’s needs.
Why a Hybrid Model?
Wondering what makes hybrid work so special? Consider these benefits:
- Flexibility Meets Structure: You get the perks of remote work without losing the value of face-to-face collaboration.
- Enhanced Employee Satisfaction: McKinsey’s 2023 report suggests that the right hybrid approach can boost employee satisfaction by up to 20%.
- Optimized Cost Efficiency: Recent Gartner findings show that well-planned hybrid models can reduce operating costs by up to 20% through smarter office space use and enhanced IT efficiencies.
Step-by-Step: Implementing Your Hybrid Model
Let’s break it down with a simple checklist to get you started:
- Assess Your Current Situation:
- Survey your team to understand their work patterns and preferences.
- Analyze your current operations and identify any challenges.
- Set Clear Expectations:
- Define which days or hours are for in-office work and which are for remote work.
- Clearly communicate expectations about availability and collaboration.
- Invest in the Right Technology:
- Pick collaboration platforms like Microsoft Teams or Slack that fit your team’s style.
- Consider strengthening your cybersecurity protocols. Think of your IT setup like a building’s foundation—it keeps everything secure and stable by using measures like secure VPNs, regular software updates, and proper training.
- Monitor, Adjust, and Improve:
- Set up KPIs (that is, the key numbers that tell you if your team is on track) to measure productivity, engagement, and well-being.
- Hold regular check-ins and adjust your policies based on feedback.
Long-Term Impact on Company Culture and Career Development
While boosting productivity today is important, think about how your work model shapes your team over time. Brian’s insights remind us that remote work isn’t just about the immediate numbers—it influences how your team grows and develops.
Key Considerations for the Future
- Career Development: Remote work can sometimes make it harder to find mentorship and growth opportunities. You might consider setting up regular in-person sessions to foster professional development.
- Sustaining Company Culture: A few face-to-face days each week can go a long way in keeping your team connected and engaged.
- Retention and Engagement: According to Deloitte’s Global Human Capital Trends 2024 report, hybrid work reduces attrition by 35% and improves employee satisfaction. It’s worth noting, though, that some industries might face unique challenges in maintaining culture and mentorship when working remotely.
What can you do?
- Invest in Mentorship Programs: Pair remote and in-office employees.
- Celebrate Milestones Together: Use in-person gatherings to reinforce your company’s values and celebrate wins.
- Review and Revise Policies: Regularly revisit your work model to make sure it’s evolving with your team’s needs.
Your Next Steps to a Human-Centered Work Model
Our conversation with Brian drove home one key point: remote work isn’t a one-size-fits-all solution. Instead, it’s about finding the right balance by tailoring your work model to support both productivity and mental health.
Here’s what you can take away today:
- Reflect on Your Current Setup: Ask yourself if your existing work model is truly serving your team’s long-term needs.
- Consider a Hybrid Approach: Blend the benefits of remote work with strategic in-person collaboration.
- Prioritize Employee Well-Being: Remember, sustainable success comes from a healthy, engaged team.
