In the realm of remote work, much attention has been paid to the advantages and disadvantages, yet a crucial aspect often goes unnoticed. The issue of feeling disconnected from peers and leaders, coupled with the fear of missing out on vital information or networking opportunities, is a significant concern. Recent studies by Reimann and colleagues (2025) delve into this phenomenon, labeling it “work fear of missing out” or wFoMO.
The research conducted by Reimann et al. (2025) consists of three distinct studies. The first study involved 113 participants who completed a survey assessing wFoMO, the frequency and flexibility of remote work, and the presence of colleagues in the workplace. The second study utilized an online experiment with 252 participants placed in different work environment scenarios – remote versus office – and varying colleague presence. Lastly, the third study included 372 participants who responded to different vignettes.
The findings across all three studies indicate that individuals working remotely are more susceptible to experiencing wFoMO. This heightened sense of fear can result in increased negative emotions, elevated stress levels, and decreased job satisfaction. These effects are exacerbated when employees have limited colleague interaction and perceive a lack of control over their work environment.
For organizations aiming to support remote workers effectively, it is crucial to address the issue of wFoMO. By implementing the following strategies, companies can enhance the well-being of remote employees:
1. Establish a comprehensive remote work policy that empowers employees to control their work environment.
2. Gain insights into the relational needs of remote workers and develop strategies to bridge any gaps.
3. Foster inclusivity through regular communication and initiatives that make remote employees feel valued and engaged.
In conclusion, Reimann and his team’s research sheds light on the challenges posed by wFoMO in remote work settings. By understanding and addressing these concerns, organizations can create a more supportive and fulfilling work environment for their remote workforce.
Reference:
Reimann, L.E., Binnewies, C., Kruse, L., Küskes, K., Thorbrügge, H., Ozimek, P., & Loose, S. (2025). Workplace fear of missing out in the context of remote versus office working – A multi-method perspective from three studies. Journal of Organizational and Industrial Psychology, 98(e70058). doi: 10.111/joop.70058
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