The Remote Work Stigma

It was just another day of lead generation—emails sent, responses trickling in, the usual routine. Then, one reply stopped me mid-scroll.

“I appreciate your message, but I don’t think this will work. We prefer collaborating with someone who isn’t working remotely.—someone we can meet in person. Collaboration is just more effective when the team is physically present.”

I read it again.

I could picture the sender: a business owner in a lively office, surrounded by their team, swapping ideas over coffee, making quick decisions in the moment. A workplace where creativity thrives through face-to-face interaction, where being there matters.

And honestly? I got it.

For six years, I worked in a creative studio in Venice. I know what it means to sit across from a teammate, sketching out ideas on a shared notepad, feeling the energy of collaboration in the air. I understand why the thought of remote work might seem cold, distant—even inefficient.

But as I stared at that email, I also knew this: the world has changed. Work has changed.

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The Comfort of Proximity: Why Some Still Resist Remote Work

Despite the growing acceptance of remote work, many businesses still hesitate to embrace it fully.

But why?
What makes some people reluctant to trust remote workers?

At its core, the resistance to remote work comes from a deeply ingrained belief that proximity equals productivity. Yet, in today’s digital landscape, this belief is more habit than truth.

For centuries, business was built on in-person relationships. Deals were sealed with a handshake. Trust was reinforced through eye contact. Collaboration thrived in shared spaces. Even now, when almost everything can be done digitally, many businesses still struggle to let go of this traditional model.

Why?
Because it’s not just about efficiency—it’s about comfort.

Seeing a colleague in front of you, reading their body language, and knowing they’re physically “there” creates a sense of accountability, familiarity, and—most importantly—connection.

For those of us working in digital industries, where collaboration happens on screens rather than in boardrooms, this expectation can feel outdated. But for companies built on traditional structures, remote work can seem impersonal, even risky.

So, why do industries that already rely on digital tools still cling to an office model that no longer works?

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Why the Old System No Longer Works

Let’s be real…

the idea that physical presence equals productivity is as outdated as the floppy disk. Yet, some people still cling to it like a sacred workplace gospel.
Here’s why that mindset doesn’t hold up:

• Being in the office doesn’t mean working. Sitting at a desk doesn’t guarantee productivity. It just means someone looks busy—while secretly checking flights to Italy or scrolling through their fourth “motivational” LinkedIn post of the day.

• The real productivity killers? Office distractions. Endless meetings that should’ve been an email. Office small talk that turns into 40-minute conversations. Random interruptions that break workflow.

• Micromanagement is outdated. Some companies track “active time” based on mouse movements. I have friends who literally have to move their mouse every 10 minutes or risk getting an email asking why they “weren’t online.” Instead of measuring success by cursor movement, why not focus on actual results?

• Remote workers get more done. Without office politics, passive-aggressive fridge notes about stolen lunches, or Bob from accounting’s weather updates, remote workers can focus on what actually matters: delivering results.

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The Social Shift: Why Society Still Clings to the Office Model

So, why do businesses still hesitate to let go of the traditional office setup?

Because work has always been more than just work—it’s a social construct.

For decades, our identities have been shaped by where we work, the teams we belong to, and the daily routines that structure our lives. The office wasn’t just about productivity; it was about belonging.

But as remote work becomes more widespread, we have an opportunity to redefine what connection, collaboration, and productivity truly mean.

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How to Build Trust in Remote Work (From Someone Who’s Been There)

For remote work to truly work, people need to shift their mindset. Trust isn’t about seeing someone at their desk—it’s about knowing they’ll get the job done. Here’s what I’ve found really makes a difference:

1. Judge by Results, Not Screen Time – Forget tracking hours or worrying about who’s “online.” What matters is the work getting done. Some of the most productive days I’ve had happened outside of the typical 9-to-5 window. If the results are solid, does it really matter when or where they’re working?

2. Make Communication Clear (And Actually Useful) – Miscommunication is where remote teams fall apart. It’s not about micromanaging—it’s about making sure everyone knows what’s happening without needing endless check-ins.

3. Create a Remote Culture That Feels Like a Team – Just because you don’t share an office doesn’t mean you can’t build connections. A quick virtual coffee, a casual “How’s your day?” message, or even a random meme in the group chat can make a remote team feel like a real team. I’ve seen it happen.

4. Invest in Security (Because Trust Goes Both Ways) – Clients worry about security. It’s understandable. If you want people to trust a remote setup, you need to show them their data is safe. Having solid security measures in place isn’t just smart—it reassures everyone involved.

5. Prove Remote Work Works – Some people won’t believe in remote work until they see it working. Share success stories, testimonials, or even your own experience. I’ve had skeptical clients become full believers once they saw the results I could deliver—without ever stepping into their office.

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How to Keep Human Connection Alive in Remote Work

Working remotely doesn’t mean working in isolation—you just have to be intentional about keeping that human connection. Here’s what helps:

• Turn on Your Camera (Sometimes!) – I get it, no one wants to be on video all day. But seeing real faces, even just occasionally, makes a huge difference in feeling connected. A quick Zoom call can go a long way.

• Make Space for Casual Conversations – Not every interaction has to be about work. Virtual coffee chats, game nights, or just sharing a funny story in Slack can help replace those small office moments we actually miss.

• Encourage Open Communication (For Real, Not Just in Theory) – The best remote teams I’ve worked with are the ones where people feel comfortable reaching out—without overthinking it. If you need help, say it. If something’s unclear, ask. When people feel they can communicate freely, work flows better, and relationships stay strong.

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Final Thoughts

So…

The hesitation toward remote work often comes from fear—the fear of losing control, of reduced productivity, of weakened collaboration. But as more businesses successfully embrace remote models, it’s clear that trust, not physical presence, is what makes a team work.

Some clients may still hesitate to work with remote professionals, but the shift is happening.

For me, remote work isn’t about where I am—it’s about what I bring to the table, how I communicate, and the results I deliver. And in the end, that should always be what matters most.

Veronica,
currently in Koh Tao,
“where the ocean is calling and I’m pretending not to hear it (for now).”