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Remote-Second: Balancing the Benefits of Flexibility and Collaboration

The rise of remote work in recent years has changed the way we think about traditional office work. Thanks to technological advancements, remote work is becoming more common, and companies are embracing it as a viable option for their employees. Many people are looking to work from home, either because of family reasons or career ambitions, and remote work allows them to work in an environment that suits their preferences and work style. However, remote work presents new challenges for businesses, such as maintaining strong team collaboration and communication. This has led to a new concept called remote-second, which seeks to balance the benefits of flexibility and remote work while prioritizing the importance of in-person collaboration.

What is remote-second, and how does it differ from fully remote work?

Remote-second refers to a work model that allows employees to work remotely for a certain number of days per week while also requiring them to spend some time in the office to foster collaboration and interpersonal relationships. This approach differs from fully remote work, where employees work entirely from home or their preferred location without ever visiting the office.

Remote-second can be seen as a hybrid model that blends the benefits of remote work with the advantages of in-person collaboration. Remote-second emphasizes the team’s needs, and this work model can help balance out the potential negatives of entirely remote work, such as decreased social interaction and potentially decreased team cohesion.

Benefits of remote-second for employees

One of the key benefits of remote-second is flexibility. Employees can work remotely for part of the week, allowing them to better balance their work and personal lives. This flexibility also reduces commuting time and expenses, which can be especially beneficial for those who live far from their office.

In addition, remote-second offers more autonomy to employees, giving them the opportunity to work in an environment that suits their preferences and work style. They can focus without the distractions that come with traditional office spaces or coworking.

This autonomy can lead to increased productivity, job satisfaction, and overall well-being. Research has shown that remote workers are typically happier, healthier, and more engaged than office-based employees.

Moreover, remote-second allows employees to foster meaningful relationships and connect with their colleagues in person. Meeting in person can improve communication, reduce misunderstandings, and facilitate trust among employees. In-person interactions can also lead to a sense of belonging and camaraderie, which can boost morale and reduce feelings of isolation.

Benefits of remote-second for employers

For employers, remote-second offers similar benefits to fully remote work, such as reducing office space and overhead costs. The work model can also boost productivity, as employees are less likely to be distracted and can work in an environment that suits them best. This can lead to a better work-life balance, and increase overall employee satisfaction, which will likely lead to retaining top talent over time.

Moreover, remote-second fosters a culture of work-life balance, which can help attract candidates who are seeking this balance in their careers. This approach promotes a more holistic view of employees, which is essential for retention and long-term employee satisfaction.

Challenges of remote-second

Remote-second is not without its challenges. The time spent in the office will require employees to make plans around travelling to the office, which may not be possible for everyone. Additionally, coordinating schedules for in-person meetings and collaboration may prove difficult.

This can also pose challenges for companies with teams that span different time zones or locations. This requires greater strategic planning and communication than with traditional office-based teams.

Another potential concern is that employees may prefer either complete remote work or to work exclusively from the office. Businesses need to ensure that remote-second is embraced by all team members and find ways to support those who prefer to work exclusively from home.

Making remote-second work

To make remote-second work in your company, you need to ensure clear communication and strong collaboration among employees. Companies must also provide the necessary tools and resources for remote work, including access to communication and collaboration technology to prevent any decrease in work efficiency. This work model requires a shift in mindset from both employers and employees. Both parties must work together to establish the best practices and goals for this work model, ensuring that everyone understands the benefits and tradeoffs of the hybrid model.

Moreover, employers must also put necessary checks and balances in place to make the model work. For example, regular check-ins, in-person interaction at least once a week/month, and regular onboarding can ensure open communication and productivity within a team by building trust and camaraderie among team members.


Remote-second work is becoming more popular as businesses seek ways to balance the benefits of remote work with the advantages of in-person collaboration. While this work model can lead to enhanced flexibility and increased job satisfaction, businesses must address potential challenges, including communication and coordination difficulties, and ensure that all employees buy in to the approach. Remote-second can offer numerous benefits for businesses, allowing them to save on office space and overhead costs while promoting a culture of work-life balance and strengthened team relationships, all while maintaining optimal productivity levels. Remote-second is an excellent option for businesses seeking to offer employees greater flexibility and autonomy while maintaining a strong team spirit and effective collaboration.

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