Remote Workers Are Working Less But Are They More Productive? The Surprising Truth Revealed

As remote and hybrid work models have become mainstream post-pandemic, leaders are grappling with key questions: Are remote employees truly working, and what does this mean for productivity? The answers are nuanced, revealing a complex relationship between work hours and output.

Remote Employees Are Working Less

A recent study using data from the American Time Use Survey (2019-2023) shows that full-time employees in remote-capable jobs are spending significantly less time on work and more on personal activities. By 2022, those in heavily remote roles worked about an hour less per day on average compared to 2019, with 30 to 60 minutes redirected to leisure. This reduction goes beyond saved commute time, which accounts for only a small part of the decline.

Certain groups, such as men, unmarried adults, and those without children, saw steeper drops in work hours and greater gains in leisure. For instance, single men over 45 working remotely clocked over two hours less per day in 2022. Women experienced even larger declines, particularly those without a college degree. These findings align with Gallup studies, showing U.S. employees averaged 44.1 hours per week in 2019 but only 42.9 hours in 2024.

Productivity Benefit of Remote Work: Increased Talent Pool

A major concern for leaders is whether reduced hours lead to lower productivity. However, economic models suggest a slight increase in output per worker. This isn't due to remote workers being more productive individually, but because people are better able to sort into roles that suit them, and employment shifts toward higher-output sectors.

Organizations that hire the best talent regardless of location see a boost in productivity. Managerial quality is crucial; technology's positive effects are amplified when managers build trust. For remote teams, high-quality management is essential for setting expectations, managing performance, and fostering trust.

Evidence indicates that proximity to coworkers can have positive spillovers for productivity, especially in communication-heavy tasks. This is vital for newer or younger employees who benefit from in-person interactions to establish routines.

Remote Work Increases Job Satisfaction — If the Boss Is Bad

Even with mixed productivity benefits, remote flexibility attracts and retains employees. Gallup data shows 76% of hybrid workers cite improved work-life balance as a key benefit, offering greater autonomy. Randomized experiments support this for retention, but fully remote strategies can backfire by attracting less motivated individuals.

Company culture and management practices have a stronger impact on job satisfaction than location. Workplace factors like feeling appreciated and clear communication explain most differences in satisfaction. Remote work's link to satisfaction disappears when accounting for these factors, except for those with some flexibility, highlighting that culture and management matter more.

Remote work benefits vary by job type and manager quality, serving as a workaround for poor management rather than a standalone performance booster.

The Best Hybrid Work Model Focuses on Culture and Fit

The future of work is here, and organizations must manage flexibility and risks effectively. Key strategies include:

• Build a strong workplace culture first: Job satisfaction hinges on workplace practices, not just compensation. Hybrid work supports engagement but cannot replace sound management; high-quality management is a competitive advantage.
• Assess your workforce and how work gets done: Remote work suits some tasks better than others. Understand factors influencing success and use both remote and on-site collaboration to elevate performance.
• Use remote work to expand your talent options and improve role fit: Productivity increases when employees are matched to tasks that suit their talents. Remote and hybrid models enable better alignment under a clear talent strategy.

In summary, less time working doesn't necessarily mean lower output. The shift to hybrid and remote models has helped organizations leverage employee talents more effectively. However, declining work hours and engagement trends pose risks, so leaders must ensure flexibility strengthens long-term performance.