This article by Tony Santiago explores the viability and potential impacts of fully remote tax departments. Key points include:
- Survey results: 72% of companies offer hybrid models, 16% are in-office only, and 12% are fully remote.
- Concerns about remote work:
- Hindering career development for young professionals
- Challenges in developing future leaders
- Potential negative impacts on emotional intelligence (EQ) and soft skills development
- Challenges of remote work:
- Lack of face-to-face interactions for mentoring and coaching
- Difficulties in building relationships across departments
- Potential isolation and career stagnation for remote workers
- Salary considerations:
- Some companies implementing pay cuts for remote workers in less expensive areas
- Potential salary inequities and tax issues for companies allowing remote work exceptions
- Recommendations:
- Critical roles and developing leaders should not be fully remote
- Caution against isolating those with extensive legacy knowledge
- Hybrid models may offer the best balance of flexibility and in-person collaboration
We emphasize the importance of strategic planning when implementing remote work policies and suggest that a hybrid approach may be the most sustainable solution for tax departments. The article encourages further dialogue on addressing remote work challenges and exploring potential solutions.
