Remote work, when viewed as two simple words, appears straightforward. But as a talent management strategy, it is anything but. In practice, remote work is layered, nuanced, and often contentious. We saw this play out throughout 2025, as organizations around the world pulled remote employees back into offices through return-to-office (RTO) mandates that were frequently met with some resistance.

Like just about everything, there are at least two points of view to remote work: some argue it leads to reduced productivity and isolation, while others champion its flexibility and work-life balance. No matter which side you land on, remote work, in some form – whether fully remote or hybrid – is here to stay. Organizations must adapt their traditionally office-centric talent models to support distributed workforces or risk losing the very talent they depend on to grow and compete.

How Do We Design Remote-Friendly Strategies?

Now that many global mobility teams have seized that much coveted “seat at the table”, they are tasked with designing mobility strategies that align with the realities of a modern workforce. In my experience working with clients, flexibility has become the defining driver of program innovation. Organizations are embracing domestic short-term assignments, remote and hybrid work policies, and gig work frameworks to meet changing employee expectations. The traditional three-year long-term international assignment no longer works—neither as a cost-effective solution nor as a compelling recruitment tool.

Dual-career households and family responsibilities are keeping talent closer to home. To deploy skills where they are needed, employers must offer alternatives such as commuter arrangements, short-term assignments, and even virtual roles.

While many mobility leaders are responding to these shifts, company leadership often struggles with a critical question: how do you sustain and grow culture when your workforce is no longer under one roof, or even in the same time zone? The answer lies in purposeful, intentional leadership that extends beyond physical workplaces.

Culture Matters!

Culture doesn’t begin on an employee’s first day; it is shaped during onboarding and reinforced through daily interactions. Onboarding sets expectations, builds trust, and defines how employees show up for one another.

Clear conversations matter:

  • Are team members expected to connect weekly?
  • Do employees have flexibility to adjust their schedules to meet family obligations?

These discussions are essential for both new hires and long-tenured employees navigating evolving roles and work models.

As with any relationship, trust and communication are the foundation of a strong culture, especially in remote environments. Organizations must intentionally create opportunities for collaboration, both virtual and in-person, and value connection beyond day-to-day tasks. Encouraging non-work-related interactions—whether through team forums, interest groups, or informal check-ins—fosters a sense of belonging and combats isolation.

These environments spark new ideas, strengthen cross-functional relationships, and provide critical support to employees who may otherwise feel disconnected.

Shifting culture to be truly remote-friendly may be unfamiliar territory for some organizations, but it is no longer optional. Employers that fail to embrace the technology and tools that enable meaningful connection will quickly fall behind in the competition for top talent.

What My Journey Has Taught Me About Remote Work

When I first started as a remote employee in early 2014, it was a means to balance my work responsibilities with my family life. Eliminating the daily race against traffic to make after-school pickup made me a better parent AND a better employee. The support from my company was invaluable, and in return, I felt a responsibility to deliver results, build credibility, and support others as remote work became more common across the business.

At the time, I saw remote work as a privilege, and in many ways, I still do. Today, it is viewed by many as a right. Successful companies and successful remote employees understand it is both.

As digital nomad visas expand and technology continues to evolve, the ability to cultivate culture across borders will be a defining factor in building resilient, high-performing talent communities.

This piece was originally developed for RES Forum’s Vision 2030 Study, exploring three potential future work scenarios: remote-first workplaces, sustainable global careers, and gig economy dominance. The study aims to spark meaningful conversations about the future of work, inviting professionals at all levels to share their experiences and perspectives.