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March 24, 2025

How to balance remote and on-site work in Maine: a primer for employers

By Holly Smevog, HMS Career Coaching

The rise of remote work has reshaped Maine's workforce, bringing both opportunities and challenges for employers.

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Holly Smevog

While remote work offers flexibility and access to a wider talent pool, it also raises questions about productivity, communication and company culture.

Understanding the remote work landscape

Let’s talk about the current state of remote work affairs here in Maine.

Between 16% and 18% of Maine's workforce is already engaged in remote work, either fully or partially. Many remote workers in Maine are employed by out-of-state companies, creating competition for talent.

Sarah Olson, an HR director at accounting firm BerryDunn and herself a remote worker, confirms that flexibility and the ability to work from anywhere is valued by prospective employees. Many candidates she interviews for Maine-based positions prefer hybrid or fully remote work arrangements.

A substantial number of new Maine residents, who started out working remotely for out-of-state employers, have found new jobs since moving, showing that these workers are willing to change jobs and transition to Maine-based employers.

On the flip side, not everyone clamors for remote work. Several of my career coaching clients who came to Maine during the pandemic to work remotely found they are not happy working from home without daily interactions in the office.

These workers would like to find on-site work in Maine.

Remote work is firmly established, but not a one-size-fits-all proposition. Maine has benefited from remote work by bringing talented workers into the state. Those workers are here for the hiring but are accustomed to flexibility, as are similarly skilled workers willing to relocate to Maine.

Attracting talent

All employers have an “employer brand.” They can position that brand strategically to attract talent in a competitive market if they adopt smart strategies.

Embrace flexibility. Highlighting hybrid or flexible work arrangements can be a powerful incentive, allowing employees to balance their work and personal lives.

Showcase Maine's career ecosystem. Promote the diverse career opportunities available in Maine, highlighting industries and companies that are thriving.

Sell Maine's unique lifestyle. Emphasize the quality of life that Maine offers, including its strong communities, outdoor recreation opportunities, and affordable cost of living.

Align with economic incentives. Promote existing incentives like the Opportunity Maine tax credit and explore additional benefits like relocation assistance or professional development funding.

Retaining both remote and on-site workers

A well-communicated strategy can help maintain morale and ensure all employees feel valued, regardless of their work location. Even talking about and bringing workers into the discussion can enhance job satisfaction and retention.

Build connections with remote talent. Many remote workers feel isolated. There are many ways to make them feel part of the team. Networking events and mentorship programs foster a sense of community and connection.

On-site workers

Not all jobs can be performed remotely, and there is a danger that employees whose jobs are less flexible may feel slighted. Employers can create a fair and flexible work environment by clearly defining job expectations, ensuring that remote work policies do not create divisions among employees.

Providing flexibility for on-site roles. Employers who require most employees to be on-site can still incorporate flexibility in meaningful ways. Options like staggered shifts, occasional remote workdays, flexible start and end times, or compressed workweeks can provide employees with a greater sense of control over their schedules while ensuring business needs are met. Perks such as extra paid time off to accommodate family schedules and professional development opportunities.

Addressing concerns

Productivity. Implement clear performance expectations, communication protocols, and productivity tracking tools to ensure remote workers are engaged and effective.

Communication. Foster open communication through team meetings and collaborative technologies.

Company culture. Create a remote-inclusive culture that values employee well- being, promotes a sense of belonging, and encourages social interaction.

Olson notes that BerryDunn successfully manages remote employees by focusing on output and deliverables, not monitoring time. It also uses various strategies to maintain connections, including employee resource groups, regular meetings, and one-on-one
check-ins. It has found that social events and employee recognition and appreciation initiatives foster positive and engaging workplace culture.

Key takeaway

The remote work boom presents a unique opportunity for Maine employers to attract and retain top talent. By embracing flexibility, showcasing Maine's strengths, and addressing concerns proactively, businesses can leverage remote work to build a thriving and competitive workforce.

About the author

Holly Smevog, a member of the Association for Consulting Expertise (ACE), owns Portland-based HMS Career Coaching. She can be reached at holly@hmscareercoaching.com

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