How we exchange professionalism for sofa - the cost of remote work

Out of ten people, perhaps only zero point five of the ten will look up physical work these days. It is not a bad thing; in fact, Covid-19 gave humanity another perspective on life and how we can save time and resources while building a unique product and team.

After adapting to remote work for more than two years, companies are reviewing their mode of operations and are requesting employees to come to the physical workplaces more. So, for instance, most Google employees are heading back to the office at least part-time.

I like remote work because it brings flexibility. And the most takeaway for me when it comes to remote work is that it takes away commute worries and stress. So what could now be the downside if remote work comes with all these juicy benefits?

Effectiveness colaborations

Physical work brings effortless interactions with colleagues and managers; all you need to do is call someone's name from afar or work up to their desk to have a quick chat. However, it is not that easy with remote work; you have to be intentional about collaborating. Sometimes, it is common to feel like you have been isolated (as if every man is for himself).

According to ex-Google CEO and chairman Eric Schmidt, the workplace needs more physical gathering than remote settings.

″It's important that these people be at the office, in my view, Schmidt tells CNBC Make It, arguing that the in-office style has been proven effective for decades. "I'm a traditionalist."

While Schmidt agrees to be a traditionalist, don't judge him yet. With that traditionalism, the same man served as Google's CEO from 2001 to 2011, helped transform the then-young Silicon Valley start-up into today's $1.9 trillion global tech behemoth - and credits in-office work for much of that growth.

"We spent decades having these conversations about people being close together ... the discussion at the coffee table and going to coffee," Schmidt says. "Remember all of that? Was that all wrong?"

Schmidt is more concerned about interpersonal relationships and our professionalism towards work.

Schmidt gave an instance in the chat with CNBC; he says that conversations about professionalism - which might be particularly necessary at companies full of young employees - are much harder to have virtually.

In a way, I agree with him. Schmidt says that younger employees, particularly those between the ages of 25 and 35, can also use in-office settings to develop their management styles more effectively. That includes learning about workplace politics, meeting etiquette, presentation skills, and dealing with internal and external competitors.

"In terms of their age, that's when they learn," he says. "If you miss out [on that] because you are sitting at home on the sofa while working, I don't know how you build great management. I honestly don't."

Although, there are exceptions, especially for those whose work does not require many in-person associations. However, finding other ways to effectively learn how to collaborate efficiently if you permanently work remotely.

According to Schmidt's belief, a largescale movement to permanently work remotely would take away at least 30 to 40 years of workplace experience.

"I think there is much evidence that humans are social," he says. "And that the current virtual tools are not the same as the informal networks within a corporation."

My advice for remote work

Nothing comes with benefits without losses. So, in the future, ask yourself at all times, what are the good things you usually would get from in-office work that remote work has taken away.

Once you have a list of those missing qualities, begin to think of a creative way to achieve some of those qualities while working remotely.

Soft skills like workplace politics, meeting etiquette, presentation skills, and dealing with internal and external competitors.

Please do everything you can to learn and retain these skills; those are the skills you need to climb to the top and become a manager that makes things work for their team.