One of the big questions for this year is about whether or not work from home (WFH) and work from anywhere (WFA) policies are going to stick following this pandemic. It's something that I mentioned in my 2021 predictions at the beginning of this year because it is something that would obviously have a massive ripple effect. So today I thought that it would be interesting to look back on data and articles that were published prior to 2020, before everyone really started prognosticating about the rise of fully distributed workforces.

What is clear, at least from census data, is that working from home was on the rise before COVID-19, but that it still only represented a relatively small percentage of the overall workforce. The numbers are significantly higher if you consider people who maybe occasionally worked from home, but for those who were 100% remote, it was estimated to be only about 5.2% of the US workforce in 2017 (~8 million people), about 5% in 2016, and about 3.3% in 2000. But the question still remains: Now that many/most people have had a taste of the increased flexibility, to what extent will it stick?

There's a ton of research out there about the impacts of working remotely -- covering everything from productivity to morale. But one takeaway that makes intuitive sense to me is that WFH/WFA flexibility is perhaps best when two things are present: 1) the employees already know how to do their job really well and 2) the work that these employees are doing is fairly independent.

The corollary to this is that remote work is probably not the best environment for newer and younger employees who would benefit from being around other more experienced people, and for situations where collaboration among coworkers and outside humans is essential for the job. When I think of the job of a real estate developer, I would place it high on the collaboration scale. Building a building involves a full orchestra of people that all need to be playing in sync. Personally, I find that easier to do when you're sitting across a table.

My belief continues to be that we are are greatly exaggerating the extent to which work is going to disperse in the short-term. I recognize the trend line that existed prior to this pandemic and I recognize that some jobs are perhaps well suited to decentralization. But I think we will continue to see real limits on how much of this sticks as we move past this moment in time and into 2022.

Here is an interesting study about personalities and places (Journal article here and study here). It is interesting because so many of us are working from home and away from our regular environments. But it is also interesting because a lot of us, here on this blog, are in the business of creating spaces. And these environments have an impact on all of us.

The researchers for this study started by assessing the personalities of some 2,000 university students. The objective was to determine their baseline temperaments according to the "Big Five" personality traits: openness, conscientiousness, extroversion, agreeableness, and neuroticism. Once that was established, the students were sent out into the world with a location-based app on their phone.

Four times a day, the participants were asked to enter their current location, as well as answer a few questions about their current state of mind. The big takeway from this study is twfold and is as follows: "People actively select their environments, and the environments they select can alter their psychological characteristics [both] in the moment and over time."

The first bit is perhaps not all that surprising. We all have different personality traits and we choose environments that suit what we like. Extroverts, for example, tend to spend less time at home and more time at restaurants, bars, clubs, and at friends' places. (Presumably this means that quarantine was a lot harder for extroverts.)

The second part of this finding suggests that once we have actively chosen where we want to be, that environment then impacts how we feel at that exact moment, as well as over a certain period of time. You'll have to read the study for the nuances around this. But it is fascinating to me because it helps me explain why I feel different now that I'm mostly working from home.

Beyond poor video call connections and the lack of in-person collaboration, there also seems to be the psychological impact of not being in a particular environment. Not having to commute is a nice feature, particularly for some, but it also means not being around colleagues and not being able to meet for that impromptu craft beer. Turns out those things matter for our mental state.

One of the big questions for this year is about whether or not work from home (WFH) and work from anywhere (WFA) policies are going to stick following this pandemic. It's something that I mentioned in my 2021 predictions at the beginning of this year because it is something that would obviously have a massive ripple effect. So today I thought that it would be interesting to look back on data and articles that were published prior to 2020, before everyone really started prognosticating about the rise of fully distributed workforces.

What is clear, at least from census data, is that working from home was on the rise before COVID-19, but that it still only represented a relatively small percentage of the overall workforce. The numbers are significantly higher if you consider people who maybe occasionally worked from home, but for those who were 100% remote, it was estimated to be only about 5.2% of the US workforce in 2017 (~8 million people), about 5% in 2016, and about 3.3% in 2000. But the question still remains: Now that many/most people have had a taste of the increased flexibility, to what extent will it stick?

There's a ton of research out there about the impacts of working remotely -- covering everything from productivity to morale. But one takeaway that makes intuitive sense to me is that WFH/WFA flexibility is perhaps best when two things are present: 1) the employees already know how to do their job really well and 2) the work that these employees are doing is fairly independent.

The corollary to this is that remote work is probably not the best environment for newer and younger employees who would benefit from being around other more experienced people, and for situations where collaboration among coworkers and outside humans is essential for the job. When I think of the job of a real estate developer, I would place it high on the collaboration scale. Building a building involves a full orchestra of people that all need to be playing in sync. Personally, I find that easier to do when you're sitting across a table.

My belief continues to be that we are are greatly exaggerating the extent to which work is going to disperse in the short-term. I recognize the trend line that existed prior to this pandemic and I recognize that some jobs are perhaps well suited to decentralization. But I think we will continue to see real limits on how much of this sticks as we move past this moment in time and into 2022.

Here is an interesting study about personalities and places (Journal article here and study here). It is interesting because so many of us are working from home and away from our regular environments. But it is also interesting because a lot of us, here on this blog, are in the business of creating spaces. And these environments have an impact on all of us.

The researchers for this study started by assessing the personalities of some 2,000 university students. The objective was to determine their baseline temperaments according to the "Big Five" personality traits: openness, conscientiousness, extroversion, agreeableness, and neuroticism. Once that was established, the students were sent out into the world with a location-based app on their phone.

Four times a day, the participants were asked to enter their current location, as well as answer a few questions about their current state of mind. The big takeway from this study is twfold and is as follows: "People actively select their environments, and the environments they select can alter their psychological characteristics [both] in the moment and over time."

The first bit is perhaps not all that surprising. We all have different personality traits and we choose environments that suit what we like. Extroverts, for example, tend to spend less time at home and more time at restaurants, bars, clubs, and at friends' places. (Presumably this means that quarantine was a lot harder for extroverts.)

The second part of this finding suggests that once we have actively chosen where we want to be, that environment then impacts how we feel at that exact moment, as well as over a certain period of time. You'll have to read the study for the nuances around this. But it is fascinating to me because it helps me explain why I feel different now that I'm mostly working from home.

Beyond poor video call connections and the lack of in-person collaboration, there also seems to be the psychological impact of not being in a particular environment. Not having to commute is a nice feature, particularly for some, but it also means not being around colleagues and not being able to meet for that impromptu craft beer. Turns out those things matter for our mental state.