Regarding technology flattening the organization, I would agree with Ed. Where I’m going to disagree is in assuming every workplace has figured that out and taken advantage of it. 

Bad managers are still bad managers, even if they are remote. If the management style at your company is to measure work by, what Ed calls, the “appearance of work”, you’ve probably struggled with remote work. Or, you’ve got everyone in meetings, or at least available online all day, every day. On the other hand, if you’ve switched to remote work and also switched the way you measure your directs, you’ve probably been very successful and might even be willing to accept remote work permanently. It’s all about understanding that what we do with teams when they work in-person doesn’t work with remote teams and adjusting. 

Remote work isn’t compatible with management that measures workers by the hours they spend at their desks or how many people like you. Those measurements kind of go out the window. So it would be best if you had new, better measurements. I’d argue that you need the measurement you should have always been using, but I digress.