Raju Panjwani interviewed Henrik de Gyor about remote work for his show: BOLD CONSCIOUS CONNECTIONS. We talk about some insights about remote work and address some elephants in the room like RTO.
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Doing deep work like writing a book, or planning out the details of a new project can be some of the solitary work we face at some point. There are a number of factors that help you find or create the right space for your own deep work. See if these factors apply to you.
You decide how much room you need to work. Working remotely has its advantages since a desk is optional. If it is just enough space to hold a drink and a laptop, go for it. Some prefer an airplane seat with that size table just for their laptop. If you need a massive table, seek one out or use the floor. Having a focus-friendly workspace is key.
I finished a book in a matter of a few days at an outdoor cafe where I was able to order breakfast, lunch, dinner, and limitless drinks since that was just what I needed for that amount of deep work in order to be more efficient.
A door can (sometimes) keep with distractions with legs on the other side of it.
If a door is not an option, noise-canceling headphones reduce noise distractions.
Mentioning to people around you that uninterrupted time to focus on a deep work task for a scheduled period of time can be respected. After all, respect is either mutual or non-existent. Don’t forget to respect your own time when focusing. Do not waste your own time.
Having comfortable supportive seating is key. Nothing too hard or too soft. High enough so legs do not fall asleep. Not causing back or neck strain. Ergonomics is a domain that I won’t cover here beyond seating.
Standing desks can work for those brief “stand up” meetings if the standing desk option is used.
Some people believe having some discomfort may actually help motivate you to get the work done, however, I don’t believe suffering from bad seating or poor posture due to seating should not be part of that. Your neck and back will thank you if you pick a good ergonomic seating option for your workspace.
Find a well-lit spot for work. Not too bright that you need sunglasses. Not too dark that you need a flashlight to see the details. The right amount of sunlight can be very beneficial to your state of mind.
Quiet is excellent, if obtainable. The white noise of a coffee shop is sometimes welcome, but not optimal. Sometimes I need to wear noise-canceling headphones or listen to music with no lyrics (that does not put me to sleep). Deep work is not sleeping, however, rest is very important.
Regarding temperature, I noticed that I get significantly more productive when it is cooler, but not too cool. Above 55 degrees and under 82 degrees is my preference, especially when working outside.
The air should not be too humid or dry. The humidity of 50% to 60% can feel great.
Air in motion is a big factor while in a deep work state. Stagnant air rarely helps deep work.
Well-ventilated area. An open window. A ceiling fan can be ideal whether indoors or outdoors.
A screened-in porch with a ceiling fan works well too at the right time of the day in the right weather.
What other factors help you find or create the right space for your own deep work?
Also, this book about Deep Work by Cal Newport could help too:
We can all find work opportunities for ourselves if we look today. How do you evaluate any work opportunity?
We all have the opportunity to find meaningful work if we know what we’re looking for and how to evaluate it. When I consider any work opportunity, I use six key criteria to help guide my decision-making:
Remote work has been a priority for me since early 2019, well before the pandemic changed how many people think about work. For roles that don’t require physical handling of objects, being on-site isn’t just unnecessary, it can be counterproductive. As an extrovert, I value connection, but I also value how our time is spent, adaptability, and flexibility even more.
Remote work reduces wasted hours commuting, expands opportunity beyond geography, and supports both global and local relationships through technology. Leading organizations have embraced this shift, realizing that top talent can thrive anywhere. If a company still insists on in-person digital work without a clear need, it may be holding onto outdated assumptions instead of evolving toward the future.
Compensation should reflect both the value and the impact of the work. Remote work doesn’t diminish the quality of services provided; it often enhances them. I’ve seen consistent demand for my expertise, and as a result, my rates have increased, not decreased. When clients recognize the value I bring and how easy it is to work with me, we both win. Fair pay remains a baseline for mutual respect and commitment.
Mutual communication and respect are foundational. If my input isn’t being heard or considered, it limits the impact I can make. I want to work with people who are open, curious, and willing to collaborate. That’s where progress happens. Active listening, thoughtful feedback, and shared understanding are all signs of a healthy work relationship.
I look for opportunities where I can make a real contribution, where my skills and insights lead to positive change. If no one is listening or there’s no space to create value, then it’s not a fit. My goal is never to clock hours; it’s to deliver meaningful outcomes. Being able to make a difference is not just good for the client, it’s motivating and fulfilling for me, too.
Work should align with evolving interests and priorities. As circumstances change, so do our definitions of fulfillment. I regularly ask myself: Am I still energized by this work? Am I learning and growing? Am I aligned with the mission and values? We all deserve to work in ways that are both effective and rewarding. The goal isn’t just to get by. It’s to thrive.
Respect and collaboration matter. I value a culture where people treat each other with professionalism, empathy, and integrity. While challenges and disagreements are part of any job, how we engage with one another defines the quality of the work environment. When expectations are clear and conversations are respectful, we build trust, and that leads to better outcomes for everyone.
When any of these six factors starts to break down, it’s worth pausing to reevaluate. We all have different standards for what makes work meaningful, and those standards evolve over time.
What matters most to you when evaluating any work opportunity?
What are your non-negotiables?
Since early 2020, there has been a significant growth in remote workers. Many were forced to do so, whether they were ready or not. Some adapted well while others are still adapting or resisting. Some workers are considering working in a hybrid (some time in the office and some time remote), which makes little sense since you do not accomplish anything more in an office away from home.
Have a dedicated workspace where you can focus on work.
If you really look at how you spend your time, measure your productivity, and have meaningful/impactful communication, you will have more online than in person. And I say that as an Extravert.
If you really become self-aware of your time in an office, you will be less productive, less communicative with valued impact, and more wasteful commuting, walking around to places that have decreasing value for every step you take in an office. The empty office is a waste of time and money. Stop defending the commercial real estate spend that is a sunk cost and dump it already.
I was called by several Fortune 50 companies that had the illusion that my time should suddenly be 20% to 50% cheaper now that everyone can work remotely based on their projected “cost of living”. Allow me to correct them publicly as I did over the phone before I declined their bid for me to work for them. This goes for every employer or contract, though.
My work does not change in scope or difficulty regardless of where I am physically located to do the work. Neither do the rates I charge.
Let us very publicly burst the bubble that employers pay anything close to “the cost of living” where they are located. Some day, Human Resources professionals will stop using ‘cost of living’ as an excuse when they have not researched this themselves in their locality today, nor updated regularly based on where their employees are located. Let us stop this fiction since we live in reality.
Each role has a budget set aside for it. What is the budget for this position? Know ahead of time what you should be paid for this role.
By the way, distributed companies (those that have little to no offices with thousands of workers), offer the same pay scale to everyone, based on their title and role, regardless of their location worldwide because it is the employees’ choice where they live and work. Not the employers. If it is not a choice, employers will have fewer applicants, fewer experienced professionals, and fewer employees in the near future, even when they really need them.
Why does it matter where the company is located? It is understood that many companies will have pay grades and pay scales that slide up and down. I am not advocating for the unionization of workers, especially if you have negotiation skills and work experience to back it up.
What can employers do better to adapt to remote workers?
Here are some ways to set expectations publicly.
Henrik de Gyor 