Is It Better to Work Remote or in an Office? It Depends.

For years, I believed working remotely was the ultimate goal. No commute. Full autonomy. Design your day. Build your life around your priorities.

I structured much of my career around that belief. I built a business that allowed it. I built teams that operated that way. I assumed that if given the choice, most people would prefer remote work.

Recently, though, I came across a perspective that challenged that assumption. It wasn’t arguing that remote work is bad. It simply suggested that what works best often depends on the season of life you’re in.

That idea stopped me in my tracks.

Because when I stepped back and looked at my own journey, I realized something important.

Leaders Understand Motivation Can Change With Different Seasons of Life

On one hand, single professionals, especially those in their 20s, may be missing out on the osmosis of an office. The spontaneous mentorship. The quick learning that happens just by overhearing conversations. The serendipity of making new friends and building community in person.

On the other hand, someone in their mid 30s with two kids and a few good friends in the neighborhood, who might experience working from home as a complete win. More presence. More flexibility. More alignment with family life.

Then there is another season. Someone in their 40s with a full house. Teenagers coming and going. Noise. Activity. Responsibilities pulling in every direction.

In that season, the office might actually feel like the more focused environment. Fewer distractions. Clearer boundaries. A place to concentrate, think strategically, mentor others, and have more opportunities to pour into people during this later stage of life.

The idea stuck with me because it challenged an assumption I have carried for years. I always believed remote work was the ultimate goal for everyone. Freedom, flexibility, no commute. Why wouldn’t that be the dream?

But reflecting on these considerations, and on my own seasons of life, the post made me stop and realize that it is not.

Don’t Assume Remote Is The Ultimate Goal & Motivation

As someone who has built and managed many successful and motivated remote teams in the past, that hit me hard. Understanding what truly motivates people matters and I was clearly not always hitting the mark on this one.

I already know it is not always about the money, although compensation certainly matters. And now I realize it is not always about remote work either. For some, the driver is growth. For others, it is community. For others, mentorship, stability, or flexibility, depending on the season they are in.

Since my early 20s, remote work was the goal. I built my own business and worked from home for about 15 years. In that season, especially with a young family, it was a gift. The flexibility and autonomy were exactly what we needed.

In that season, I built teams, launched online communities, and genuinely thrived working remotely.

But Seasons Change.

As a single full-time dad to two teenage boys in high school, I found myself having a little more time for something different.

I started craving regular collaboration again. I missed being part of a broader leadership and cross functional team environment. I wanted cross department & cross specialty conversations, shared momentum, and the kind of growth that comes from being around people you can learn from every day.

Today, I am blessed to work full time with a large company that gives me both. I still have remote flexibility, but I also have peers, collaboration across divisions, and opportunities to build new relationships and learn from experienced leaders.

It’s motivating in ways I did not see coming.

Here is what this season has taught me:

Remote versus In Person Is Not a Motivation Debate. It Is a Season of Life Decision.

What type of working environment a 25 year old needs to accelerate their growth might be very different from what a 35 year old parent needs to create stability at home.

And what type of working environment works for someone at 40 might not be ideal for a season of mentorship and leadership in your 50s.

The real question is not which model is superior. The real question is, what is optimum for your life in this season?

Leaders: Pay Attention to the Season

As leaders, we often assume we know what motivates our teams. We assume it is compensation. Title. Flexibility. Autonomy. But motivation is more nuanced than that.

It is seasonal.

Some people on your team are in a season of acceleration. They need proximity, mentorship, and exposure.

Others are in a season of stability. They need flexibility and margin.

Others may be in a rebuilding season. They need community and structure.

The mistake is guessing.

Instead, inquire.
Learn.
Observe.

Ask better questions. Listen closely. Look for patterns in energy, engagement, and performance. The more you understand the season someone is in, the better you can align their environment with what helps them thrive.

Feeling Unsettled, Distracted, Or Restless In Your Current Environment?

And if you are reading this and feeling unsettled, distracted, or restless in your current environment, consider this:

It may not be burnout.
It may not be lack of ambition.
It may simply be that your season has changed.

Sometimes growth requires a different environment.

If this truly is a season of life decision, then maybe the next step is asking yourself whether your current work model is optimized for your present season of growth.