I’d be lying if I said I was always comfortable when my team members work from home.
As an engineering manager, my instinctive reaction—even now—is discomfort.
Why?
Because I feel like I have less control when someone isn’t onsite.
It’s an everyday impulse I train myself to resist.
Gary Vaynerchuk wrote about remote work, highlighting commute, collaboration, pay, and osmosis.
That last one struck me—because “osmosis” is exactly what makes engineering environments unique.
🖥️ The Engineering Nuances
Onsite-critical roles:
- Operating large equipment
- Monitoring facilities
- Maintaining electrical systems
Remote-friendly roles:
- Programming
- Documentation
- Research
- Project management
This duality makes engineering workplaces a balancing act.
👥 Osmosis in Engineering
Gary V is right—osmosis matters. In engineering, being onsite often means overhearing troubleshooting discussions, learning from senior engineers, or absorbing safety practices by observation.
That’s hard to replicate remotely.
At the same time, remote work offers:
- A mental and moral boost from being close to family
- Time saved from commuting
- Flexibility that increases retention and loyalty
🙋♀️ My Own Experience
I’ve found being onsite and working from home give me strength in different ways.
👩💻 Office days
Surrounded by colleagues, I feel the push to produce.
Dual monitors, reliable internet, and face-to-face collaboration make everything smoother.
There’s something motivating about being “seen” — it keeps me accountable.
🏠 Work-from-home days
Family and pets within arm’s reach. A privilege I don’t take lightly.
Their presence feels like guide wheels on the bicycle I ride through life — steadying me, reminding me I can endure anything.
I don’t always hear the words “I’m proud of you.” But I choose to believe they feel it when they see me stick to my schedule, facilitate meetings, and deliver what I promised. That belief keeps me going.
And the little things — being called when food is ready — are a bonus that makes the day lighter.
⭐ Trust Over Control
At the end of the day, what matters most is output.
Flexibility should be embraced when it strengthens productivity and morale.
Research shows flexible work improves satisfaction, retention, and loyalty.
- Flexible work improves job satisfaction and retention (PIDS, 2023)
- Companies offering flexibility see lower turnover and stronger loyalty (Frontiers in Psychology, 2024)
- Remote work has become a norm across industries (NBER, 2024)
Remote work is no longer the exception—it’s the norm.
But here’s the truth: trust is the differentiator.
Control sets boundaries.
Trust builds commitment.
Leaders who cling to control risk stifling innovation.
Leaders who lean into trust unlock resilience, creativity, and long-term impact.
The balancing act falls squarely on the leader.
It’s not about choosing remote or onsite.
It’s about choosing whether to trust your team enough to let them thrive.
Control may manage tasks.
Trust builds teams.
Trust is the leader’s ultimate lever.
Question for you: How do you balance the need for osmosis with the benefits of flexibility in your engineering team?
References
- Philippine Institute for Development Studies (2023) – Flexible Work Arrangements in the Philippines https://pids.gov.ph/publication/discussion-papers/flexible-work-arrangements-in-the-philippines
- Frontiers in Psychology (2024) – Flexible Work Arrangements and Employee Retention https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1341230/full
- National Bureau of Economic Research (2024) – Remote Work Across Industries https://www.nber.org/papers/w31504
