‘I’m not sure I’m buying it as a boss’: Barbara Corcoran has no time for the remote work hype — why working from home could be holding back your career and your paycheck

Is Corcoran right?

Corcoran’s skepticism about remote work might hold true as some data suggests working from home could possibly hinder career advancement. While remote work became the norm during the COVID-19 pandemic, the workplace has since evolved, and some challenges persist for employees who stay out of the office.

A report by the Wall Street Journal — using an analysis of two million workers from the employment data provider Live Data Technologies — revealed that remote workers had been promoted 31% less frequently over the past year compared to those who worked in-office or had hybrid arrangements.

Nearly 90% of surveyed CEOs echoed this sentiment, admitting they are more likely to reward employees who physically show up with opportunities of promotions or important assignments.

For leaders like Corcoran, face-time still matters. However, that doesn’t mean that remote workers are out of luck.

Proactive measures, such as scheduling regular check-ins, participating in video calls, and maintaining open communication with managers, can help increase visibility and ensure you stay top of mind for new opportunities should they arise.

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The happy medium

Even though Corcoran isn’t convinced that remote workers are more productive, she does understand the perspective of those working from home — and she emphasizes their concerns, particularly when it comes to the inefficiency of commuting.

“Why would you want to get in a car and go to work and waste all that time going in just to come home again. It doesn't make any sense,” she said.

According to a survey from Own Labs (in collaboration with Global Workplace Analytics), hybrid workers can save employees an average of $19.11 per day, which works out to around $5,000 a year.

Yet, working on-site comes with its own costs. Employees often face significant expenses related to commuting, lunches, office attire, and even arranging care for children or pets.

These financial and logistical burdens make the prospect of remote work more appealing. Yet, completely forgoing office interactions isn’t ideal either. That being said, some experts argue that the immediate savings may come at a longer-term cost if remote employees miss out on raises or growth opportunities.

Henna Pryor, a workplace performance expert, told CNBC that the solution lies in compromise. She said the most effective approach is for leaders to embrace hybrid models that combine flexibility and intentional in-person interactions.

“For leaders, I recommend leaning into remote and hybrid work but making time for intentional face-to-face touchpoints — think team meetups, one-on-ones, and opportunities to strengthen social muscle,” she said.

A significant portion of the workforce is now balancing both in-office and remote work, with the average employee spending 3.5 days a week at the office, according to the McKinsey Global Institute.

By blending the best of both worlds, employees can reap the cost-saving benefits of remote work while staying competitive for promotions and pay raises.