Who needs a promotion when freedom is the great remote-work perk?

The world’s changing, and I’m excited for it.

Once upon a time, careers were built on promotions and status, which often came with poor work-life balance, resulting in disconnection from family and friends.

I do think, from the many interactions I’ve had with remote-working individuals, that their motives are evolving for the better—pivoting towards more meaningful commodities like family interaction and good mental health. Why earn that extra bit of income when you can have more free time with the money you already have? Better yet, how about you take a long trip and experience new cultures and bask in a more substantial way of life for less.

Since the coronavirus pandemic, and the overwhelming realisation that work no longer has to conform to traditions, we’re beginning to wake up to the opportunities that lie beyond our borders—whether that be county lines or overseas. So, with all this in mind, employers can forget about promotions and in-office perks, don’t you think?

The promotion system is broken

The notion of a greater lifestyle of remote-work freedom is nudged along by changes in the corporate world. As job titles are inflated (under-proven individuals receive regular promotions based on expectation), promotions are here to signify nothing more than a higher paycheck and further responsibility, which often falls on the shoulders of hardworking individuals whose primary focus is quality work.

If money isn’t the main motivator for a newly-promoted person, it’s highly likely that the prestige of a new job title is what gets them going when the job gets tough—at least, for a little while. 

Now, if you fit into neither of these categories—the money grabber or status hacker—then you’re likely one of those unicorn individuals with a more entrepreneurial spirit. In fact, I’m sorry to say that you’re no longer special either, because more than a quarter of employers believe young people are more ‘entrepreneurial’. 

Could this entrepreneurial mindset be mistaken for something else? Perhaps the line is blurred between those who aim high in their careers and the ones that seek freedom for themselves. After all, I can see how one might be confused with the other. 

Does money motivate remote workers? 

One of the things that stumped me as an employee was knowing how to ask for the right amount of money for the work I was doing. Nine times out of ten, this often relates to the worth an employee finds in themself, and the figure that a company is willing to pay them—there’s no universal guide to pay increases, particularly when job titles are always shifting. It is safe to say that employers fail to show their workers how to value their expertise, and instead squash them with more responsibilities or force them to juggle tasks of two or three individuals. 

Today, employees are more informed than ever before, and many of them see the grass is greener on the other side of the border. Digital nomad culture is evolving with many remote workers looking to experience what life is like in a different country. Also, spending a year or two abroad makes their money stretch further and places like Southeast Asia welcome digital nomads with open arms. 

The reality here is that employers have a changing world to contend with. Freedom outweighs finance, because financial burdens can be overcome by moving abroad—at least for a little while and the initial flight cost is considered.

Is a lack of promotion a problem for remote employees?

The question that resides here, for those that don’t intend to escape the so-called ‘matrix’ or embark on their own entrepreneurial pursuits, is whether employees still work for promotions.

The historical climbing of the corporate ladder has shifted dramatically in recent years, but since knowledge workers have all been given a taste of the good life, have their sentiments changed towards flexibility over a flashy job title?

The definition of seniority in business is guided by generations. In the past, a higher position and income was the point of which a professional knew they had reached another level in their career. For the Gen Z population, however, there are few lines stopping them from defining their own position in the companies they work for. They no longer see management as a measurement of seniority, and rather a burden on their careers for which they must be compensated.

The general consensus among this generation is their position on the ladder; the job title of their line manager tends to be a better indicator of their competence. The questions here: why do employees want to get closer to their leaders? Perhaps this becomes a beneficial position to get what they desire, whether that is a higher income, more flexibility, or greater opportunities for development.

It’s a clever way of approaching work, but it makes me wonder: is this a way of employees gaining more while doing less? If this is the case, fair enough—working smarter, as opposed to grinding harder, is how many wish to traverse the working world.

Why is this such an important question?

You’re probably wondering, considering this is predominantly remote-work-focused space, what this has to do with us and the analytical stance to this human resources matter. The reality is, promotion was once the most suitable way to retain staff in the corporate world, but many now struggle to fulfil the basic wants and desires of employees—even if they can offer higher salaries and prestigious job titles. I’ve often heard people say: “I’ll stick at it so I can get the title of ‘X’, that’ll help me with the job search”.

It seems as though, from what I’ve seen in the workplace, employees would rather be the CEOs of their own little corners and take the helm of the entire organisation they work for. The tides are turning and ownership is vital to keeping employees happy in their jobs. As a result, companies’ organisational structures (the way in which roles are laid out in the team) will flatten (incorporate less senior managers and more staff on lower rungs of the ladder).

Is remote-work a catalyst for lifestyle enrichment?

Just to make one thing clear, I would never suggest remote working is the silver bullet for enrichment in one's life or career—far from it. Working alone and managing your own time can be rather complicated and requires a lot of discipline—it’s good for many, but not everyone.

However, I can see why a lot of people would remote work as an escape from the corporate monogamy. As humans, we’ve achieved a peak level of survival, many people able to fulfil our basic needs through most of the jobs they qualify for. Recognising this, employees are no longer married to jobs for their financial and social standing.

Remote working isn’t about escaping the distracting corporate environment, but in my case, it certainly helped me gain clarity on my future.

Now, I’m no veteran of the corporate world, nor do I claim to be. However, the larger of organisations I’ve worked with seemed to exhibit similar traits that I’ve heard from my peers.

More importantly, most of my work in the corporate realm helps me to understand how the aforementioned may apply, but there are companies out there boldly addressing work-life balance, mental health, and training of young people to enrich their working lives.

To these companies, we applaud you! As for the others, the traditional approach might not last in the digital era.

That’s all for now,

Tom