Because remote working represents a new type of work arrangement, it poses new concerns not previously addressed with the traditional motivational theories. Therefore, the current study was conducted using a survey based on Herzberg's two-factor theory (Herzberg et al., 1959), to compare the needs of teleworkers to the needs of employees who work on-site. The study might be useful for organizations exploring ways to motivate their remote workers as well as for organizations contemplating deploying a teleworking program. The results were based on the survey responses from 143 employees working in 14 various industries across North America. The sample included 59 teleworkers and 84 employees working onsite. Sixty-one percent of the sample was male and 75% were between the age of 35 and 54. Employees were classified as teleworkers when they worked remotely for at least 4 days out of a 5 day workweek. The results of the survey indicated that there was no difference in the intrinsic needs and extrinsic needs of teleworkers when compared to the same needs for on-site workers. In addition, the results indicated that quality of meetings with peers and quality of meetings with a supervisor are significant for both teleworkers and on-site workers alike. A distinction for the teleworker sample was found in that quality of meetings with a supervisor was more significant than quality of meetings with peers. Finally, the results indicate a difference between teleworkers and on-site workers in how the motivational needs affect intent to leave a job. The results of a multiple regression indicated that for teleworkers, there is a strong inverse relationship between the predictor variables relationship with a supervisor, perception of status, and job security, and the criterion variable intent to leave, accounting for 66% of the variation for intent to leave. Whereas for the on-site workers, the multiple regression results indicated there is a strong inverse relationship between the predictor variables of a company's policies and administration, perception of salary, and job security and the criterion variable intent to leave, with the three predictors accounting for 33% of the variation for intent to leave.