Building a High-Value Career in a Remote-First World

About 10 years ago, one of the most searched terms on Google was “work from home.”

People always wanted to avoid the office… Most simply couldn’t.

The pandemic made it possible for a broader section of the population. And now:

Remote Work Is Here to Stay

Make no mistake: The era of remote work is not a passing trend – it’s the new reality.

Whether it’s hybrid arrangements or full-time remote roles, remote models are solidifying their place in the global economy. In fact, one in five workers is already working remotely (Forbes).

A word of caution, however… The spread of remote doesn’t mean all work will be remote.

Work in office jobs aren’t going away entirely, and you shouldn’t assume you’ll automatically be granted the opportunity to work remotely. In fact, remote roles often go to the workers who know how to position themselves for them, and employers will still find reasons to keep workers tethered to their desks if they can.

Meaning: Knowing how to secure your remote job – and safeguard it – is critical, if you want to have a high-value career in the remote-first world.

Quick Takeaways

This article will show you:

• What Makes Remote Work Unique – the big picture.
• What Employers Really Think About Remote – where they’re at and where they’re going.
• How to Build a High-Value Remote Work Career – using leverage, optics, and skills.

Remote Work Is Objectively Better

Remote work offers clear advantages over traditional office jobs.

In fact, the ability to work remotely is – not mincing words here – a highly coveted trait in modern employment, with significant data backing up why it’s better.

Increased Freedom and Flexibility

Remote work gives people the freedom to manage their own schedules and the ability to work from anywhere. According to a survey conducted by Pew Research, flexible hours are the top benefit cited by remote workers. This flexibility means much better work life balance.

The demand for this flexibility is undeniable. In fact, the same report shows that a third of U.S. workers who can work remotely, do so all the time. In other words, if people can get away with working remotely – they do!

Moreover, 98% of workers want to work remotely at least part of the time, as reported in a survey by USA Today. 58% of white-collar workers said they prefer to work remotely for at least three days a week. Only 16% of white-collar workers would even consider taking a job that offers zero remote work options. And even: 42% of office workers are willing to take a 10% pay cut just to maintain the option to work remotely!

Workers love “remote”, period.

No Geographic Limitations

One of the most compelling aspects of remote work is the removal of geographic restrictions. When you work remotely, you are no longer limited to jobs available in your local area; you can apply for and get positions anywhere in the world.

For companies, this gives access to a larger talent pool. For workers, it means increased opportunities as well as greater competition.

That greater competition, in the aggregate, is better for everyone (market, capital, and labor). But of course, it also has consequences…

Remote Work Appeals to Top Talent

Because remote work is very appealing to workers, jobs that advertise “remote” end up getting flooded with applications almost as soon as they are opened.

Remote work also attracts some of the most qualified and educated individuals in the workforce. According to Forbes, the highest percentage of remote workers falls within the 24 to 35 age group, a demographic that is considered “digitally native” and highly adaptable to new technologies. Additionally, 38% of workers with advanced degrees work remotely.

Picking the Right Job – Remote Work That Works

Amidst all this hysterical demand for remote work, it is worthwhile to keep a cooler head…

Remember: Not all remote jobs are created equal, and if you don’t pick the right one, your career could be dead before it even starts.

Not All Remote Work Is the Same

Not every remote job is built for long-term success – even if remote work is possible or offered by the employer.

When the pandemic hit, companies scrambled to keep up. They pushed everyone remote, whether it made sense or not. Some jobs thrived in this setup. Others? Not so much.

For example, a programmer working remotely is hardly different from one in an office. They’re already communicating through Slack rather than face to face, so working from home changes little, except for eliminating the commute. The output remains the same – if not better.

Now consider a real estate agent… During the pandemic, many agents had to show houses virtually, and while sales boomed, this boom wasn’t due to remote work working. It was a result of market factors like low interest rates and high demand (source). In this case, remote work was a necessity, not a permanent or better solution.

In other words, some jobs work well remote. It’s remote work that works. Others, don’t work well. Even if they appear to work on the surface…

You Have to Analyze

You have to do a thorough analysis to figure out whether a particular remote job works or not.

During this process, it is imperative that you think objectively and put your intense desire to avoid the commute and never be in the same room with your boss aside… It is a bad choice to get a remote job that is destined to fail, only to leave you underemployed or unemployed.

Pay attention to the nature of the job. Next, pay attention to the industry and its relationship with remote work…

Remote Work by the Numbers

According to McKinsey’s American Opportunity Survey, some industries are far ahead in embracing remote work, while others lag behind (source):

On the flip side, some industries are unable to effectively incorporate remote work (some for obvious, physical reasons):

Beware of the Remote Work Fad

It is also worth noting that not every company truly understands how to make remote work function long term.

According to Forbes, only 16% of companies are fully remote (source). Those that are genuinely invested in remote work have (naturally) built their entire operational strategy around it. Others that transitioned to remote out of necessity during COVID may not be equipped for sustainable, productive remote work – and their reluctance could hurt you in the long run.

The Jobs That Commonly Lead Remote Work

Some of the most common remote job postings were (source):

• Accountant
• Executive Assistant
• Financial Analyst
• Project Manager
• Software Engineer
• Customer Success Manager
• Product Designer
• Writer

These are not temporary pandemic jobs; they are core roles that function as effectively, if not more so, remotely.

How To Pick The Right Remote Work

When picking a job and analyzing it’s viability for a high-value career in remote work, try to combine a confluence of two or more factors…

For instance, being “a writer for a sports magazine” or “a financial analyst for an architecture firm” would both be considered good options – because both the role and the industry are remote friendly (as per the tables above). It is less likely for there to be conflict between management and the workforce, or a new CEO to demand everyone to come back to the office.

Having only one factor, such as a remote friendly job in a remote unfriendly industry, or a remote unfriendly job in a remote friendly industry, could still work… But it is not ideal and may be risky.

For example, an “executive assistant for a food packing plant” can definitely get all their work done remote as the job is remote friendly. But the industry… Not so much. In such situations, leadership might, due to equity expectations or pressure exerted by plant workers, force the entire staff back into the office. (Actions like this are quite common in the corporate world.)

Having no remote friendly factors, of course, doesn’t work – for obvious reasons….

You cannot work remotely as a “security specialist at a car factory”, as the job demands your physical presence. (We’re only mentioning the no factors case here, because during the pandemic some positions were essentially converted to remote work as a form of charity; they did not actually “work as remote work”, but employers kept paying their staff in order to avoid bad press. Chances are, given the years that passed since the pandemic, these positions are already converted to in-office roles… But if by a bizare twist of fate you run into such a job – now you know; they are not viable for a high-value remote career.)

What Employers Really Think About Remote

What employers think about remote work is a mixed bag, simply because, employers are a mixed bag…

Still, it’s essential to understand what employers think about remote work writ large – if you are going to have a successful career doing remote work…

Beneath the surface, there’s a complex reality.

Let’s unpack it…

Decreased Office Cost

For owners and investors (not managers) that rented office space, going remote is a massive saving (Watch Kevin O’Leary praise remote work and it’s monumental savings to better understand this perspective.)

For those who own their office space, rent out their office space as a business, of benefit from the commute of the workforce; remote work is a massive problem. (Think car manufacturers, or big tech firms that own their campuses.)

Therefore, as far as employers go – perhaps the single biggest indicator of their attitude to remote work is going to be their relationship with commercial real estate.

By the way, the distinction between owner/investor and manager is also crucially important because the two groups are motivated by different metrics…

Owner/investor cares about their bottom line. Manager cares about their career (reputation, career serving metrics such as sales and productivity, as well as social status – position in the pecking order.)

Increased Productivity

Productivity is another factor that gets a lot of attention… But it may be overblown.

According to Upwork’s Future of Remote Work Study, one-third of hiring managers claim that productivity has increased due to remote work (source). While that sounds promising, take it with a grain of salt. Upwork makes money from facilitating remote work.

While there are other studies supporting the greater productivity of remote workers claim (which is the consensus in industrial psychology circles), there are some other studies that point to a slight lowering of productivity. (We would not be surprised if those pushing “remote work bad” memes are invested in commercial real estate – someone should study that 😉)

Our position is that remote work “can increase or decrease productivity” depending on the work environment, and it’s not a one size fits all solution. Some jobs and businesses will excell via remote. Others will be a burden.

Of course, productivity is only one among dozens of equally important variables (such as: efficiency, operating cost, attrition, recruiting costs, PR, intrinsic motivation, creativity, company values, etc.) Moreover, productivity is not a variable that many managers even measure, let alone accurately measure. And you’d be hard pressed to find managers that actually make decisions using productivity metrics – despite what they tell you…

What motivates the vast majority of managerial decisions is the human brain, and its emotional content.

Power Dynamics: Remote Work vs. The Office

The biggest psychological impact of remote work is on the power dynamics in the office…

Remote work fundamentally shifts the power dynamics between employees and employers. Remember: the traditional office environment is about more than just work – it’s about control and optics. When you’re in the office, managers can see you at your desk, pretend you’re hard at work, and feel like they’re in control.

Remote work completely changes that, focusing solely on output, not how you look while doing the work.

The real problem for bosses? They lose control.

This loss of control is both overt (they no longer have you under their thumb) as well as covert (bosses don’t have easily measurable and immediately seen output for their work, which they had more of while they were in the office – coming to work and being around is perceived by humans is a “work output”.)

The covert loss of control is even more problematic…

As someone pointed out on Reddit’s Digital Nomad community, remote work makes people question what management does all day. As a result, some managers and executives don’t want to give up the office because it exposes how much of their job is maintaining appearances, rather than adding real value.

While the “work output” of managers are of no real business consequence, they do have an impact on optics and get people talking – making many managers nervous.

(Sidenote: managerial jobs are not about labor but organization of labor, as well as the enforcement of the interest of capital over labor. Therefore, a smart business will not expect “work output” from their managers as it would from their workers. This is also why a manager cannot be paid per hour or unit of work effectively, whereas rank and file employees can. Managers don’t “work” in the colloquial sense, their value comes from other functions – unfortunately, not every business understands this fact. See Break Into Management for details.)

The Fear of Cybersecurity Risks

Another concern for employers? Security.

A survey by OpenVPN found that 73% of executives believe remote workers pose a greater cybersecurity risk (source). This isn’t irrational, but it is overblown – remote setups can make companies more vulnerable to cyberattacks, just as much as office space can open new vectors of attack.

Keep in mind, what often goes unspoken is how this fear is also tied to the control problem. It’s not just about protecting company data – it’s about losing control over how and where workers operate.

The Real Drivers Behind Anti-Remote Sentiment

Overall, it is fair to say that management is resistant to remote work. They are not as hostile as they used to be prior to the pandemic, but it would be unfair to present remote work as something most managers desire. (Some do, but we’re talking in the aggregate and over averages.)

Understanding why can give you the ammunition you need to placate their concerns and pacify their arguments – assuming you have the opportunity for discourse.

Here’s what’s going on…

When you boil it all down, managers and executives think about themselves first and foremost, and will use every available excuse to strengthen their position.

And the truth of the matter is: Many executives want to secure their positions (job security) and keep employees under their thumb (control). An office full of people working hard makes them look good to investors, and also, receive social status validation, which makes them feel all good and powerful inside.

In this context, here are the real drivers of anti-remote sentiment:

1. Optics Over Output: Some bosses prefer the appearance of productivity over actual production. They want to show investors they’re squeezing every last drop of effort out of their workforce. Remote work doesn’t offer the same optics.
2. Ego Validation: Humans like being in situations where they have high social status. For many, if not most managers and executives, the positions they have at work is their peak social status experience. (They are not “special” outside of work.)
3. Investment in Real Estate: A lot of companies have made massive investments in commercial real estate. They don’t want those assets sitting empty while everyone works from home.
4. Layoffs Without Layoffs: For some companies, pushing employees back into the office is a way to downsize. If workers quit because they don’t want to return, it saves the company from the optics of layoffs. No severance, no bad press – just attrition.

Liabilities of Remote Work

We also need to talk about some of the liabilities that remote work brings…

The AI Threat on Remote

If your job can be performed remotely, it’s a prime target for AI automation.

Of course, jobs in an office can also be automated. But when all other factors are equal, companies will decide to automate remote workers first. (Out of sight, out of mind.)

It’s a well-established fact: people prefer individuals based on proximity and familiarity. If given the choice, a boss will typically choose the employee sitting in the office next door over someone working from home. (source)

The Burnout Factor

A study by Pew Research reveals that 69% of remote workers report increased burnout from digital communication tools, and 53% say it’s harder to feel connected to their coworkers (source).

Constantly being “on” through screens can drain your energy and erode your mental health, leading to lower productivity and job satisfaction. This is a real risk that you need to mitigate to succeed in the remote work world. (Learn to take breaks, learn to go offline, and use the pomodoro technique.)

Surveillance

In addition to burnout, many remote workers are now facing increased surveillance.

A significant 37% of remote employees report that their employer monitors their online activity (source). Of course, the real number is significantly higher.

When you’re working from home, the last thing you want is to feel like you’re under constant surveillance. You must – at a minimum – learn to compartmentalize your digital life between work and pleasure, and keep work devices 100% separate from personal ones.

Pay attention to privacy, or you’ll pay for it…

Increased Competition

Remote work is also more competitive. With more people vying for remote positions, you must sharpen your job-hunting skills to stand out. We recommend:

• Boost Your Network: Build connections both within and outside your industry.
• Learn the Language of Value: Understand how to communicate your skills and contributions in a way that gets employers to pay attention to you.
• Always Be Seeking: Stay on the lookout for opportunities – all the time.

Now…

With all the basics out of the way… We can start talking about building your high-value career in the remote first world.

Starting Point: Leverage

Remote work requires greater leverage for career success and growth.

In fact, when working remotely, we must approach everything we do with the mindset of developing leverage and enhancing job security.

Leverage is Power

Perhaps one of the best ways to understand leverage is – coincidentally – to look into the history of previous remote work in the corporate world.

Back in those days… Employers were outright hostile to remote work, but they stomached it for “special” professionals…

Unbeknownst to most people, some professionals were already working remotely for years – some even decades – before the pandemic hit. These professionals worked at serious positions, including jobs at Fortune 100 companies in significant roles, including leadership roles.

Their bosses never liked the fact that these people were working remotely, and their teammates were jealous. But they got away with it for years. They still do!

(Side note: we’ve had to personally tell several employees how their remote working teammate was the exception for “specific confidential reasons,” and it was not company policy to let anyone else work remotely. No, they couldn’t be considered for it.)

And what were those “specific confidential reasons”?

Simple. They had leverage. They were indispensable.

If you want to work remotely and have it work, you also need to become indispensable.

Remember: every employment is a unique contract. And in the world of contracts, practically nothing is off limits!

And if you’re perceived as indispensable, you can get away with anything.

Back in those days, the professionals we mentioned above got away with remote work. Today, you can get ahead with a lot more on top of remote work…

In fact, if you’ve developed leverage for your negotiations like we teach you, you can be the exception to practically every rule, regardless of what HR tries to tell you.

But this can only happen if you establish leverage that allows you to negotiate your contract effectively. Leverage is the starting point.

You need to learn to think leverage first. You need to learn to ask yourself:

• How do I make myself irreplaceable?
• How do I build strategic relationships within the company?
• How do I turn my failures into bargaining chips?
• How do I get leverage over my boss?
• How can I say “no” to them and get away with it?

Optics Is Everything In Remote Work

Assuming you’re already working on building your leverage, the next critical step is mastering optics.

In a remote work environment, how you present yourself and communicate can significantly impact your career.

Here’s how to take control of your remote optics:

• Asynchronous Communication:
  • You want to give the appearance of being over-available.
  • Make your presence known through well-crafted emails, recorded video messages, and thoughtful contributions on collaboration platforms.
  • Don’t just communicate; over-communicate to ensure you’re always visible. (That email you send over the weekend is more important than the first email you send Monday morning.)
• Command Attention and Maximize Influence in Remote Meetings
  • When in virtual meetings, command attention by being prepared and assertive.
  • Share insights, ask questions that you need to be seen asking, and project confidence. 
  • Treat every meeting as your stage – make it impossible for them to ignore you.
• Create FOMO (Fear of Missing Out) Around Your Contributions:
  • Regularly share updates on your projects and achievements in group chats or company newsletters. 
  • Use your communications to generate curiosity and urgency – make it clear that your work is essential and anyone not involved is missing out.
• Strategically Engage Leadership in Public Forums:
  • When leaders host virtual Q&A sessions or town halls, seize the opportunity to ask insightful questions that showcase your expertise. 
  • The question is the excuse. Being noticed is the real reason.
• Develop a Signature Style for Virtual Interactions:
  • Whether it’s a distinctive presentation format, unique visual aids, or a personal branding element (like a specific backdrop), make your virtual presence memorable. 
  • Aim to be the person everyone remembers for their style and substance, ensuring your contributions stick in their minds. Remember: style comes before substance because humans are primates and they are hard-wired to respond to style.
• Leverage Analytics to Quantify Your Impact:
  • Use data to back up your performance claims. 
  • Track metrics related to your projects, such as efficiency improvements or revenue generated, and present them during performance reviews or team meetings. 
  • Proof of your work output cements your value and reinforces your leverage within the organization.
• The Language of Value
  • Speak the Language of Value consistently.
  • Use data and specific outcomes to frame your contributions. When you articulate your impact in tangible terms, it reinforces your indispensable nature.
• Company Culture Is Manipulation
  • Understand that company culture often serves as a manipulation tool.
  • Recognize its nuances and learn how to use it to your advantage. 
  • Fit within cultural expectations while maintaining authenticity – or – consciously play the game without losing yourself. But MAKE SURE YOU APPEAR TO PLAY THE GAME!

Essential Skills for Remote Work

After leverage and optics, your actual work output becomes important.

That’s right, your actual work output matters less than optics, and significantly less than leverage…

Here are some essential skills that will help you stand out and do good work:

• Five Core Skills and Seven High-Value Disciplines: These are the competencies that make modern workers indispensable. You need to master at least 2 of these to establish a secure career in the remote work world.
• Self-Discipline and Time Management: You need to be your own boss. Set a solid schedule, stick to it, and hold yourself accountable. Techniques like the Pomodoro Technique can help.
• Digital Literacy Beyond the Basics: Don’t just know the tools – master them. Get comfortable with project management software, video calls, and cloud storage. Read the manuals for the software you use and understand how they work beyond the average user. This will give you opportunities to stand out.
• Emotional Intelligence: Since you’re not in the same room, understanding emotions is key. Listen actively and show empathy to build strong relationships with coworkers. This will help you become a go-to leader in your virtual team.

Building a Network in a Remote World

When you work remotely, relationships don’t just form automatically. You have to put in the effort to build them.

Here are some basics tips to do that:

• Engage Actively with Colleagues: Take the time to interact with the people you work with. Don’t just jump from task to task – ask questions, share ideas, and check in with your teammates.
• Connect in Online Spaces: Find common ground through casual interactions. Join virtual coffee breaks, engage in small talk before and after meetings, or even bond over shared interests like video games or streaming. (Hint: invite people or get invited to digital spaces outside of work.)
• Expand Your Network Beyond Work: Don’t limit yourself to your job. Attend online classes, webinars, meetups, and events. These are prime opportunities to meet new people and grow your influence.
• Leverage Events to Build Connections: Use real life or virtual events to make meaningful connections. Attend our Events to meet insiders.

Strategies to Maximize Earnings in Remote Roles

You need to think beyond just your paycheck.

Here are some basics:

• Negotiate Your Salary: Remote workers often underestimate the importance of negotiation. Don’t let employers underpay you just because you’re remote. Always aim for the best compensation possible.
• Create Diverse Income Streams: Consider freelancing, consulting, or taking on side projects. Not only does this provide extra income, but it also helps you gain experience and expand your network.
• Build Valuable Assets: Your job is not an asset. Your side business, the skills you develop, and the relationships you build are assets. Focus on developing assets.
• Leverage Your Time Flexibility: Use the time you save from commuting or unnecessary meetings at work on building your assets. Invest in yourself.

Conclusion: Take Control of Your Future

Not all remote work is worth your time. Be picky. Target positions that align with your career goals and offer real value, not just a paycheck.

Also remember that the remote job market is getting crowded, so you need to sharpen your “job getting” skills. Learn how to sell yourself effectively and lock down roles that actually advance your career.

With all that said, remote work rocks! 🤘😎🎸

Once you’ve tasted it, it’s hard to imagine going back to the office.

And if you haven’t yet tasted it; follow our instructions to get your first remote job. You’ll love it!

Remember: remote work isn’t a fad or a new trend – for the “specials” it’s been around for quite a while. And for the masses, it’s now on the cards, as an evolving phenomena.

Sure, it will take time to become the standard. Acknowledge this and use it to your advantage.

Ultimately: If you understand what motivates employers, develop leverage, focus on optics, and get good at self-promotion – you can work from the comfort of your own home.