The COVID-19 pandemic redefined the traditional workplace across the globe, turning remote work from a flexible option into an operational necessity. In Bangladesh, the corporate sector is gradually coming to terms with this cultural shift, even as many international organisations have already adopted hybrid or flexible work models as a permanent feature.
What was initially perceived as a stopgap solution has demonstrated long-term advantages. These include improved work-life balance, increased employee productivity, reduced commuting stress, and lower operational costs for employers. Remote work has also opened up opportunities for individuals outside major cities, promoting greater inclusivity in the workforce.
However, challenges persist-particularly in developing countries like ours. Limited digital infrastructure, unreliable internet access, difficulties in supervising remote employees, and concerns over data security continue to hinder the widespread adoption of remote work. Maintaining company culture and ensuring consistent team communication also remain complex issues.
Despite these obstacles, Bangladesh is witnessing a gradual shift. Sectors such as IT, media, telecommunications, and finance are leading the way by piloting or implementing hybrid work models. This transition demands that Human Resources departments rethink performance evaluation metrics, introduce mental health and wellness support, and design effective virtual engagement strategies.
To ensure the sustainability of remote work in Bangladesh, several critical steps are required: clear policy frameworks, regular upskilling and training programmes, and targeted investments in reliable digital tools and platforms.
If embraced strategically, remote work holds the potential to enhance employee satisfaction and retention, reduce urban congestion and position Bangladeshi companies as modern, forward-thinking players in the global economy.
Sadia Arafin Maisha
Student
North South University
sadia.maisha@northsouth.edu