By Nellie Manktelow, Director, Internal HR, and Kurt von Moos, Executive Director, Client Solutions
The workplace is evolving rapidly, with remote and hybrid work at the forefront of this transformation. As we approach 2030, organizations are rethinking how they attract, engage and retain talent. The focus has shifted to fostering sustainable careers - those that prioritize personal fulfilment, mental health and career development. This shift is not just a response to employee demands but also a necessity for remaining competitive in a global market.
Remote work offers immense opportunities for both employees and employers, but it also presents challenges. By addressing mental health, career integration, sustainability and employee happiness, organizations can create a thriving remote workforce that achieves business objectives while enhancing employee satisfaction.
Supporting mental and physical health in a remote workplace
As remote work becomes more widespread, supporting both the physical and mental health of employees is essential for their well-being.
Research from Gallup highlights that remote workers report lower burnout levels compared to their fully on-site counterparts. However, challenges such as isolation and the blurring of boundaries between work and personal life remain prevalent.
To address these concerns, organizations must invest in health resources and create an environment where employees feel empowered to discuss their well-being openly. Fostering a culture of psychological safety is key - employees need to know they can voice concerns and seek support without fear of stigma. GoGlobal provides a whistleblowing hotline in some countries, which employees can use to report any concerns they encounter in the workplace. Psychological safety promotes long-term engagement, happiness and productivity.
We also take an active approach to promoting both mental and physical health for our workforce. For example, our annual two-week "Step Challenge" encourages our Gobies to step outside and engage in physical activity, serving as a reminder to move amidst the sedentary desk work many of us do. This initiative not only promotes well-being but also fosters friendly competition and strengthens team engagement across our global workforce.
By addressing both mental and physical health, organizations can create a supportive environment that promotes employee well-being and strengthens team cohesion.
Work-life integration
At one time, remote workers were seen as enjoying an ideal work-life balance, with more time for personal pursuits. However, recent data paints a more complex picture. Gallup research shows that fully remote workers are still only one-third (33%) likely to strongly agree that they can maintain a healthy balance between work and personal commitments. Hybrid (27%) and on-site (25%) workers report similar challenges, with no significant difference in their experiences of work-life balance. Clearly, improvements can be made across the board.
At GoGlobal, we believe that work-life integration offers a more realistic and sustainable approach, especially in a fully remote environment. Unlike the traditional concept of work-life balance, which often forces a binary choice, work-life integration acknowledges that work and personal life naturally overlap and encourages flexibility. For example, an employee may attend their child's school event or fit in a workout session during a longer lunch break. They can then catch up on work later in the evening or early morning.
This flexibility allows employees to manage both their work and personal priorities without sacrificing either. It’s a mindset that treats work and life as complementary, reducing pressure and helping teams stay agile.
Career development in a global setting
Career development is a cornerstone of employee satisfaction and remote workforces are no exception. By 2030, organizations must ensure remote employees have equal access to growth opportunities, mentorship and recognition.
At GoGlobal, we offer an annual training budget for our remote workforce. Employees are free to choose courses that will benefit their work or role each year. We also run a wide range of training courses every month, which are heavily subscribed to company-wide. The goal is to provide continuous upskilling in key areas like software knowledge, customer communication and project management.
Technology plays a pivotal role here. Learning management systems and virtual training platforms can provide remote employees with access to upskilling programs and certifications. Regular performance reviews, aligned with clear career progression paths, can help employees feel valued and motivated.
To promote technology adoption, organizations should encourage collaboration across teams and geographies. Virtual mentorship programs and cross-functional projects can help remote employees build meaningful connections and align their career goals with organizational objectives.
Sustainability practices for remote workforces
Sustainability has transcended environmental concerns to encompass employee well-being and long-term career satisfaction. Remote work inherently reduces carbon footprints by minimizing commuting and office resource usage. However, sustainability in 2030 must go beyond environmental benefits.
Organizations should adopt policies that promote sustainable careers. This includes designing roles that align with employees’ strengths and aspirations, prioritizing job security and offering flexible arrangements that adapt to personal needs. For instance, providing family-friendly benefits, such as extended parental leave or accommodating caregiving responsibilities, can help create a culture of care. This supports employees in balancing work and personal responsibilities effectively.
At GoGlobal, we actively promote sustainable practices and offer strategic employee benefits such as unlimited leave policies, working from home allowances and medical benefits. We also recognize that our approaches will need to evolve further as we approach 2030.
Moreover, remote work offers an opportunity to build diverse teams by removing geographical barriers. This diversity fosters innovation and resilience, driving sustainable growth for both employees and the organization.
Fostering happiness and productivity in remote work
Employee happiness and productivity are inseparable. By 2030, organizations must refine strategies to ensure remote workers feel valued, connected and engaged.
Clear communication is key. Setting consistent expectations and providing transparent feedback creates stability and trust. Inclusive practices—such as rotating meeting times to accommodate different time zones—demonstrate respect for a global workforce.
Not every organization has deep pockets but motivating a workforce does not always need to break the bank. Recognizing achievements, whether through virtual celebrations or personalized acknowledgments, fosters a sense of belonging. Non-monetary benefits, like flexible hours and wellness initiatives, can further enhance job satisfaction.
Technology is a powerful tool for fostering connection and camaraderie, especially within a global remote workforce like GoGlobal’s. We use video conferencing and collaboration platforms to unite our team for virtual holiday celebrations, such as Halloween and Christmas. Employees are encouraged to dress in costumes or festive attire, participate in themed games, and showcase home office decorations.
These events offer a chance to celebrate together, share cultural traditions and build a sense of community across borders.
Beyond celebrations, video conferencing supports regular meetings and virtual town halls, helping remote employees feel like integral team members. Tools like project management platforms and virtual social spaces further replicate the camaraderie of an office environment.
At GoGlobal, we also recognize the importance of in-person connections. Each month, we provide a budget for remote workers in each country to gather for a meal, building stronger bonds within teams. This initiative helps bridge the gap between virtual interactions and face-to-face connections, bolstering team dynamics and enhancing collaboration.
By fostering meaningful interactions and leveraging innovative tools, we find that our teams stay connected and motivated over the long term.
Trust as a currency
Trust is the foundation of a successful remote work environment. At GoGlobal, we believe that trust is our most important currency because it empowers our employees to work autonomously and fosters collaboration. It also helps us build a culture of accountability.
In remote work settings, where there is often no in-person oversight, trust becomes even more critical. Research from Harvard Business School underscores the importance of trust in remote organizations, suggesting successful companies trust their employees rather than tracking them.
Trust also extends to how organizations manage employee data and adopt new technologies. For example, only 62% of business leaders and 52% of employees are confident that AI will be implemented in a responsible and trustworthy manner, according to data published by the World Economic Forum. As AI becomes more pervasive in remote and hybrid teams, employees are increasingly concerned about job security, data privacy and potential biases in decision-making. To maintain a harmonious and productive remote workforce, organizations must prioritize transparency, communication and the responsible use of technology to uphold trust across all levels of the business.
By promoting a culture of trust, organizations can empower remote teams to thrive and deliver results. At the same time, employees can feel secure and valued in their roles.
Looking ahead: redefining the future of work
As we look to 2030, remote work is poised to redefine traditional employment models. Organizations that prioritize mental health, work-life integration, career development, sustainability and employee satisfaction will lead the way in attracting and retaining top talent.
Employer of Record (EOR) solutions play a pivotal role in this transformation. By providing localized support, prioritizing compliance and fostering a positive employee experience, EOR partners empower organizations to unlock the full potential of a global remote workforce.
The future of work is here – and it’s flexible, inclusive and sustainable. By embracing these principles, organizations can achieve business success while supporting their employees’ well-being and career growth.
RES Forum research
This piece was written for the RES Forum research paper Vision 2030 – the future of talent mobility. Released in January 2025, the paper looks ahead to the world of international and cross-border work in 2030. As well as a comprehensive industry-led piece of research, the paper also explores three potential visions of life and work in half a decade’s time. These scenarios were created following numerous conversations and represent a view of global work in 2030. In response to these visions, we gathered a selection of perspectives from across the RES Forum community. This is one of a selection of pieces to be released alongside the research paper.
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