Remote Work Statistics: What Workers Really Think About Flexibility, RTO, and Management

Remote work is at a pivotal moment. As more employers push return-to-office policies, remote and hybrid workers are re-evaluating what they value most in their jobs, and what they’re willing to give up to maintain flexibility.

To better understand the current situation, Founder Reports surveyed 1,000 U.S.-based remote and hybrid employees about their preferences, motivations, challenges, and perceptions of fairness at work. The goal of the survey was to uncover the real factors shaping employee behavior in the RTO era and provide comprehensive insight into how today’s flexible workforce views their work arrangements and what they expect from employers and managers.

Key Remote Work Statistics

• 82% of remote workers prioritize flexibility over career advancement opportunities
• 90% of remote workers feel trusted by management, yet 44% feel additional pressure to prove their value
• 85% say clear communication from managers is important, but only 51% say their manager provides it
• Only 40% of remote workers receive clear feedback from their managers
• Only 1.8% of current remote workers would prefer fully in-office work
• Gen Z is the only generation that prefers hybrid over fully remote work
• 60% would accept lower pay to maintain remote work, with 42% willing to take a 10% or larger pay cut
• 64% would quit or begin job hunting if their employer ended remote work
• Women are more likely to prioritize flexibility and resist return-to-office mandates
• 28% believe in-office workers receive preferential treatment for promotions and recognition
• The most common challenges for remote/hybrid workers are feeling isolated from colleagues and struggles with work-life balance

Flexibility Matters More Than Career Advancement

We asked participants to choose their top priority between flexibility and career advancement opportunities. 82% chose flexibility, including an astounding 89% of those who work fully remote jobs and 76% of hybrid workers. Women are more likely to value flexibility, with 86% ranking it above career advancement, compared to 77% of men.

This finding solidifies just how important flexibility is to the modern workforce.

Remote Workers Feel Trusted, but Still Under Pressure

The survey revealed an interesting contrast between trust and pressure. 90% of remote and hybrid workers feel trusted by their managers to be productive. Only 3% say they do not feel trusted, and 7% are unsure.

Yet, 44% say they feel more pressure to prove their value as remote workers. Only 51% say they do not feel this added pressure. This suggests that even in supportive environments, remote and hybrid employees may internalize the need to prove their worth to the company.

Managers Are Falling Short on Clear Communication

Clear communication is the top quality remote workers want from managers (more details on the other qualities below). 85% of respondents say clear communication and direction are essential. However, only 51% say their manager actually provides it.

This disconnect highlights one of the biggest challenges companies face in distributed environments: ensuring effective communication when teams aren’t physically together.

Clear Feedback Is Lacking for Remote Workers

Feedback is another area where managers of remote teams come up short. 51% of workers say clear feedback is an important managerial quality, but only 40% say they receive it from their current manager.

Combined with the previous stat about communication, it’s clear that many managers of hybrid and remote teams need to improve.

Employees Strongly Prefer Remote Work Over the Office

Remote work remains overwhelmingly popular. Only 1.8% of respondents say they would prefer to work fully in the office. Meanwhile, 60% prefer fully remote work and 38% prefer hybrid roles.

Breaking the responses down by generation provides an interesting view on the data.

• Gen X (44-59): 65% prefer fully remote
• Millennials (28-43): 59% prefer fully remote
• Baby Boomers (60+): 59% prefer fully remote
• Gen Z (27 and under): 47% prefer fully remote

Gen Z Stands Out for Preferring Hybrid Work

Gen Z is the only generation where hybrid work is the most preferred arrangement. 51% prefer a hybrid role and 47% prefer fully remote work. All other generations prefer fully remote by a strong margin.

Many Workers Would Accept Lower Pay to Stay Remote

Remote work holds enough value that many are willing to trade compensation for it. 60% say they would accept lower pay to continue working remotely. A significant portion (42%) would take a pay cut of 10% or more, and 14% would take a pay cut of 20% or more.

RTO Mandates Risk Triggering Significant Turnover

If employers ended remote work, the impact on retention could be significant.

• 26% would return to the office
• 50% would return but immediately start looking for a new job
• 14% would quit immediately
• 10% are unsure how they’d respond

The data shows that 64% of remote and hybrid workers would immediately quit or start looking for a job if remote work ended. The numbers are even more drastic among those who prefer fully remote work over hybrid roles. 76% of respondents who said they prefer fully remote work would quit or start looking for a new job if they were forced back to the office.

Women Place Higher Value on Flexibility and Remote Work

Women in the survey valued flexibility slightly more than men and were more resistant to return-to-office requirements. 86% of women prioritize flexibility over career advancement, compared to 77% of men. Likewise, only 21% of women said they would simply return to the office if remote work ended, compared to 32% of men.

Many Believe In-Office Employees Receive Preferential Treatment

Remote and hybrid workers don’t have the same visibility as their in-office colleagues, and that can impact (or at least, can be perceived to impact) recognition and promotions. Our survey showed that 28% of remote and hybrid workers believe that fully in-office employees receive preferential treatment for promotions and recognition. 22% are unsure, while 50% believe no such bias exists.

Belief in such bias is especially strong among hybrid workers (33% compared to 22% of fully remote employees) and among workers under 30 (33% compared to 23% of workers 50 and older).

Isolation and Work-Life Balance Are Top Remote-Work Challenges

Respondents were asked to indicate which challenges impact them while working remotely (they could select all that apply to them).

• 27% feel isolated or disconnected from colleagues
• 27% struggle with maintaining boundaries between work and personal life
• 21% find it difficult to stay focused due to home distractions
• 20% say they experience poor communication or lack direction from managers
• 16% say meetings and calls are a major distraction
• 15% face technology issues
• 11% struggle with motivation
• 25% say they don’t face any challenges at all

These challenges highlight both the benefits and the tradeoffs of remote work. While remote environments offer flexibility and autonomy, they also require intentional structure, communication, and boundaries.

Important Qualities for Managers of Remote Employees

Survey participants were asked which qualities/abilities they consider important for managers of remote employees. They were asked to select all that apply. These are the percentages of respondents who listed each quality:

• Clear communication/direction: 85%
• Micromanagement-free: 73%
• Availability and responsiveness: 64%
• Clear feedback: 51%
• Empathy / Understanding of personal circumstances: 46%
• Organization: 40%
• Flexibility: 37%
• Support for professional growth and development: 34%
• Encourages collaboration and team connection: 26%

Likewise, they were also asked which qualities their current manager demonstrates effectively:

• Micromanagement-free: 64%
• Clear communication/direction: 51%
• Empathy / Understanding of personal circumstances: 49%
• Availability and responsiveness: 47%
• Clear feedback: 40%
• Organization: 37%
• Flexibility: 35%
• Support for professional growth and development: 29%
• Encourages collaboration and team connection: 24%

Final Thoughts

The results of this survey show that remote work has become a defining feature of how Americans want to work. Across demographics, employees prioritize flexibility over career advancement, and many are willing to make financial sacrifices or leave their jobs entirely to protect that flexibility. These findings highlight a profound shift in employee expectations, one that employers shouldn’t ignore as they navigate return-to-office decisions and long-term workforce strategies.

At the same time, the data reveals that trust and autonomy alone aren’t enough. Workers point to communication, feedback, and clarity as areas where remote management falls short. Organizations that want to thrive in a hybrid or distributed environment will need to equip managers with the right tools and training to support remote teams effectively.

Companies that embrace these priorities and address the challenges head-on will be better positioned to attract, retain, and empower top talent in the years ahead.

Download the PDF report summary

Survey Methodology

This report is based on a survey conducted by Founder Reports in October 2025. The survey, conducted via Prolific.com, included 1,000 U.S.-based adults working in remote or hybrid roles. Respondents answered a series of questions about their work preferences, manager relationships, remote-work challenges, perceptions of fairness, and willingness to return to the office. All data presented in this article are based on self-reported responses from survey participants.