Social Media Ruined Remote Work

Remote work once promised a utopia of flexibility, increased productivity, and work-life balance. The freedom to set your own schedule and work from the comfort of home was a dream come true for many employees and employers alike. However, as remote work became the norm, more and more people began oversharing online about how they worked from home. TikTok videos of workers “working from their beach houses” or multitasking while shopping at Target flooded major platforms from 2019 to 2022. Some people even shared stories and articles.... in major business news outlets.... about working two full-time jobs simultaneously—without their employers knowing! Jeez.....

No matter where you stand on the issue—whether you’re an employer furious to discover your staff might be double-dipping or a working mom that needed remote work to balance caregiving with a career—we can all agree on one thing: social media paralyzed remote work. Here’s why:

My Life (Job) Is Better Than Yours

Let’s be honest: social media has always been a “show-and-tell” platform. “I have a bigger house than you.” “My kids are cuter than yours.” And now, thanks to remote work, we can add, “My job is better than yours” to that list.

The flood of “day in the life” videos featuring actual company names was mind-blowing to me. If you understand the time and money businesses invest in protecting their reputations, you could probably predict what came next…

The Rise of Remote Work Surveillance

Yep. They [your employer] started watching your TikToks, Instagram reels, and Facebook posts. Sure, you might think your private account is safe, but let’s face it: creating a fake profile to snoop isn’t exactly hard.

Some of the best organizations have been investing in social media monitoring tools for years. These tools track mentions of their organization’s name, their competitors, or any viral posts related to their industry. The bottom line is that companies view social media as a reputational risk, and employees are often their biggest wildcard.

Take, for example, the story of a well-known marketing firm that fired an employee for publicly mocking a client on Twitter during remote work hours. It was a PR nightmare—one that could have been avoided if everyone had followed basic social media policies.

Oh and you remember I mentioned how employees were telling the Wall Street Journal "yeah I work for a big company, and I also work for another big company, too"...Return to office mandates for companies like Amazon, Goldman Sachs, and many others, were not a coincidence, my friend.

Since 2023, the number of full-time return-to-office mandates has surged as companies reassess the effectiveness of remote work. A report by Kastle Systems revealed that office occupancy rates in major cities have steadily climbed past 50%, signaling a significant shift back to traditional workspaces.

Now, do I agree with all these surveillance measures, and return to office full time? Not necessarily. But let’s be clear: when you sign up to work for a company, you’re signing a contract. Oversharing on social media or secretly working two jobs can create conflicts of interest that can lead to even bigger legal issues, and corporations will fight tooth and nail to protect their interests.

So, What’s Next for Remote Work?

The remote work freedom we enjoyed during the pandemic? It’s not coming back. Why? Because people (yes, us) have proven they’ll act in their own best interests, and employers will always do the same. Companies are now more explicit about social media policies, and employees are starting to realize that closed mouths don’t get fed. If you want flexibility, you’ll need to ask for it—or leave if it’s not offered.

Reclaiming Remote Work

Here’s what I’d suggest for both employees and employers:

For Employees:

1. Set Boundaries: Need to pick your child up every Wednesday at 1 PM? Be brave enough to have that conversation with your boss.

2. Inquire About Flexible Work Arrangements: If you need specific days to work from home, just ask.

3. Use Your Mental Health Days: Many companies offer these but don’t advertise them. Leverage them when needed.

4. Be Willing to Walk Away: Life is bigger than work. If your employer doesn’t respect your needs, don’t be afraid to explore other opportunities—even if the process is daunting.

For Employers:

1. Draft a Social Media Policy: If you don’t have one, you’re inviting trouble. Make sure employees understand what’s acceptable.

2. Establish Clear Work Arrangement Options: Spell out when flexible work is allowed and ensure managers communicate these options.

3. Foster a Trust-Based Culture: Trust isn’t just about transparency or communication; it’s about consistently following through. For example, act on employee feedback from surveys to build credibility.

Social media has undeniably changed the way we live and work. Its impact on remote work is a cautionary tale, but by acknowledging its influence and setting boundaries, we can reclaim the promise of remote work as a path to productivity, balance, and fulfillment.