The Impact of Remote Work on Employee Productivity and Well-being

Abstract

The rapid global adoption of remote work models has created a critical management imperative to understand the resulting trade-offs between employee productivity and well-being. This study investigates the correlational impact of flexible work arrangements on employee self-rated productivity and work-life balance (well-being). Utilizing a quantitative survey methodology, primary data were collected from a sample of N=45 working professionals across the IT and Financial Services sectors. Participants rated their perceived productivity, communication effectiveness, and overall satisfaction with work-life balance on a five-point Likert scale. Descriptive statistical analysis revealed that while 68% of respondents reported higher overall work-life balance in the remote setting, a significant minority (32%) indicated difficulties maintaining team communication. Furthermore, correlation analysis indicated a strong, positive relationship between perceived autonomy in scheduling and self-rated productivity (rho = .71, p < .01). The findings suggest that organizational success in remote management hinges on fostering high employee autonomy and implementing specific communication protocols rather than relying solely on traditional productivity metrics. These results provide timely managerial implications for designing hybrid work policies that strategically balance flexibility and organizational coherence.