Remote work productivity refers to the work output that employees deliver when working from home. Research findings are mixed: While 54% of employers according to PWC (2024) consider their teams more productive when working remotely, other studies show a decline of up to 18%. The key factors are individual circumstances (self-organization, work environment), organizational conditions (clear rules, good leadership), and technical equipment. Researchers emphasize: Blanket statements are not possible – the optimal solution is usually a hybrid model.
What Does Productivity in Remote Work Mean?
Productivity describes the ratio between work output and the effort required to achieve it. In the context of remote work, this means: How much output do employees deliver when working from home instead of the office?
The challenge in measurement: While output in manufacturing can be easily quantified, knowledge work is far more complex. Creative ideas, strategic decisions, or customer relationships cannot simply be captured in metrics.
Distinction: Home Office vs. Remote Work vs. Telework
These three terms are often used interchangeably but differ in their legal implications:
Home office refers to occasional work from home – without a permanently set up workplace. Employers have fewer obligations regarding equipment provision.
Telework means a permanently established computer workstation in the employee's private residence. Strict workplace regulations apply here – employers must provide ergonomic furniture and equipment.
Remote work encompasses working from changing locations: on the train, in a café, or indeed at home. The work location is chosen autonomously by the employee.
What Does Research Say? Overview of Studies
The question "Are employees more productive working from home?" has been debated for years. The study results vary surprisingly.
Studies Supporting Higher Productivity
The well-known Stanford study by Nicholas Bloom (2015) examined call center employees of a Chinese company over two years. The result: The remote work group was 13% more productive than their colleagues in the office. The study cites fewer distractions and time savings from eliminated commuting as reasons.
The PWC study on location-independent work (2024) also shows positive trends: 54% of surveyed employers state their teams work more productively from home than in the office. In 2021, this figure was only 38%. Higher productivity is particularly perceived in larger companies.
The Fraunhofer IAO concludes in its long-term study "Working During the Corona Pandemic": For 51.3% of respondents, productivity remained the same, and for 32.3%, it even increased. Only 6.5% reported a decline.
Studies Indicating Lower Productivity
A widely cited study by the National Bureau of Economic Research (2023), however, shows: People working from home work 18% less effectively than in the office. The ifo Institute identifies full-time remote work in particular as a potential productivity killer.
According to the ifo business survey (2023), 31% of surveyed companies believe that productivity would increase if employees worked entirely on-site again.
Scientific Assessment: How Reliable Is the Data?
The Institute for Applied Work Science (ifaa) voices clear criticism of the current state of research. Scientist Dr. Ufuk Altun from ifaa criticizes: Most studies are merely snapshots and do not distinguish between labor productivity, employee productivity, and capital productivity.
His conclusion: "To arrive at reliable statements, at minimum the parameters of productivity would need to be named and measurably operationalized." Many of the cited studies are based on subjective self-assessment or third-party assessment – not on objectively measurable metrics.
This means for HR professionals: Blanket statements like "remote work makes you more productive" or "remote work is a productivity killer" are not scientifically tenable. The truth lies – as often – somewhere in between and depends on many factors.
Factors Influencing Productivity in Remote Work
Whether employees work productively from home depends on three factor groups:
Individual Factors
Self-organization and discipline: Those who struggle to structure themselves will likely have problems working remotely. The ability to independently set priorities and resist distractions is crucial.
Home work environment: A quiet, ergonomically set up workspace promotes concentrated work. Those sitting at the kitchen table while children play in the next room will find it harder.
Personality: Introverted people often benefit more from remote work than extroverts, who miss the spontaneous exchange with colleagues.
Organizational Factors
Clear rules and expectations: Companies that define clear guidelines for remote work (availability, core hours, communication channels) enable more productive work.
Leadership culture: Trust-based leadership works better in remote settings than micromanagement. Employees who feel controlled are less motivated – and therefore less productive.
Communication and feedback: Regular virtual meetings, one-on-ones, and constructive feedback prevent remote employees from becoming "invisible" and losing motivation.
Technical Factors
Equipment: Outdated hardware, slow internet, or missing software licenses are real productivity killers. Employers should ensure professional equipment.
Tool landscape: The ifaa warns against "tool chaos." When employees have to juggle too many different applications, efficiency decreases. A clear, integrated software landscape is crucial.
Productivity Killers in Remote Work – And How to Avoid Them
The Personio study identifies three central productivity killers:
Mental Health and Isolation
Isolation, stress, and lack of feedback burden mental health – and thus productivity. Particularly problematic: The feeling of being "out of sight, out of mind."
Countermeasures: Regular check-ins, virtual coffee breaks, open communication about mental health. Companies should offer access to psychological support.
Distractions and Lack of Structure
Household tasks, family, social media – the distractions at home are numerous. Without clear separation between work and private life, boundaries blur.
Countermeasures: Define fixed working hours, set up a separate work area, use the Pomodoro technique (focused work blocks with short breaks).
Tool Chaos and Inefficient Processes
The more tools employees must use, the more time is lost searching, switching, and logging in. The increasing number of digital tools can produce the opposite of the desired effect.
Countermeasures: Consolidate tool landscape, automate processes, define clear communication channels (which tool for which purpose?).
Practical Tips: Boosting Remote Work Productivity
Tips for Employees
- Dedicated workspace: Set up a fixed work area – ideally with a door for separation
- Establish routines: Start and end the workday at the same time
- Prioritize: Begin with the most important tasks when your energy is highest
- Plan breaks: Regular short breaks increase concentration
- Seek connection: Use virtual coffee breaks to maintain social contacts
Tips for Managers
- Trust over control: Results matter, not presence
- Regular feedback: Weekly one-on-ones maintain connection
- Create visibility: Include all team members equally – whether remote or on-site
- Clarify expectations: Communicate clearly when availability is expected
- Lead by example: Model healthy boundaries between work and leisure yourself
Tips for HR Professionals
- Create remote work policy: Clear rules on working hours, equipment, data protection
- Ensure technical equipment: Budget for ergonomic home office workplaces
- Offer training: Self-organization, virtual collaboration, time management
- Foster feedback culture: Regular surveys on remote work satisfaction
- Develop hybrid models: Find the right balance between presence and remote
Measuring Productivity: KPIs and Methods for HR
Measuring productivity in remote work is challenging – but possible. Important: Focus on results, not working hours.
Output-based metrics:
- Number of completed tasks or tickets
- Project progress and met deadlines
- Revenue or deals closed (for sales)
Qualitative metrics:
- Customer satisfaction (NPS, feedback)
- Error rate
- Innovation contributions
Goal agreements:
- OKRs (Objectives and Key Results)
- SMART goals (specific, measurable, achievable, relevant, time-bound)
Important: Time tracking should serve as a transparency tool, not a control instrument. In Germany, time tracking is legally required even for remote work.
Frequently Asked Questions About Remote Work Productivity
Are employees more productive working from home than in the office?
Research findings are mixed. While 54% of employers according to PWC (2024) see higher productivity, other studies show declines of up to 18%. Fraunhofer IAO found: For over 50%, productivity remains the same. Individual factors, leadership culture, and technical equipment are decisive. A blanket statement is not scientifically possible.
How can I increase my productivity when working remotely?
Set up a dedicated workspace, establish routines, and define clear working hours. Minimize distractions, plan regular breaks, and prioritize your tasks. Use time planning tools like the Pomodoro technique. Maintain exchange with your team to avoid isolation.
How do you measure productivity in remote work?
Focus on output-based KPIs: number of completed tasks, project progress, met deadlines. Supplement with qualitative metrics like customer satisfaction and error rates. Goal agreements (OKRs, SMART goals) help make results measurable. Important: Results count, not presence.
What are the biggest productivity killers in remote work?
The three biggest productivity killers are: 1) Mental strain from isolation and lack of feedback, 2) Distractions from household, family, and social media, 3) Tool chaos from too many different software applications. Countermeasures: Regular exchange, clear structures, and consolidated tool landscape.
How many remote work days are optimal for productivity?
The Stanford study recommends a mix of presence and remote work. In Germany, employees work an average of 1.6 days per week remotely (ifo 2024) – above the global average of 1.2 days. Many experts recommend 2-3 days remote and 2-3 days office. The optimal distribution depends on tasks, team, and individual preferences.
Why does productivity decrease for some people working remotely?
Possible causes: lack of self-organization, unsuitable work environment at home, insufficient communication with the team, no clear separation between work and private life, and social isolation. Not every person and not every activity is equally suited for remote work.
Do employees have a legal right to work from home?
No, in Germany there is currently (as of 2025) no legal entitlement to remote work. The decision lies with the employer. Exceptions may arise from works agreements or collective bargaining agreements. A discussion right was planned in the coalition agreement but was not implemented. In the Netherlands, however, there is a legal right to remote work.
Is full-time remote work a productivity killer?
Research suggests that full-time remote work can be problematic in the long term. The ifo Institute sees it as a potential productivity killer. The reason: The lack of personal exchange impairs collaboration, innovation, and team cohesion. Most experts recommend hybrid models.
Conclusion: Remote Work and Productivity – A Matter of the Right Framework
The question "Does remote work make you more productive?" cannot be answered universally. Research findings are contradictory, scientific measurability is limited. What can be said: Under the right conditions – good self-organization, supportive leadership, professional equipment – remote work can be just as productive or even more productive than office work.
For HR professionals, this means: Rather than relying on generalizations, it's worth developing individual solutions. Hybrid models that combine flexibility with personal exchange seem to be the golden middle ground for most companies.
Would you like to digitize your HR processes and optimally position your team? Learn how objective aptitude diagnostics can help – with the Aivy platform.
Sources
- ifo Institute (2023): Business Survey on Remote Work and Productivity. https://www.ifo.de
- Fraunhofer IAO / DGFP (2020-2023): Working During the Corona Pandemic – Performance and Productivity. https://www.iao.fraunhofer.de
- PWC Germany (2024): Study on Location-Independent Work, 3rd Edition. https://www.pwc.de
- Bloom, N. et al. (2015): Does Working from Home Work? Evidence from a Chinese Experiment. National Bureau of Economic Research. https://nber.org/papers/w18871
- ifaa – Institute for Applied Work Science (2024): Factsheet Productivity in Remote Work. https://www.arbeitswissenschaft.net
- bidt – Bavarian Research Institute for Digital Transformation (2024): Digitalization Index. https://www.bidt.digital
- DAK Health Insurance (2021): Survey on Productivity in Remote Work. https://www.dak.de
- Statista (2024): Remote Work Statistics Germany. https://de.statista.com
Make a better pre-selection — even before the first interview
In just a few minutes, Aivy shows you which candidates really fit the role. Beyond resumes based on strengths.
