Working from home has been a hot topic for the past few years, as it became an increasingly high priority for workers to have that type of autonomy and flexibility. But has working from home lost its appeal over time? Are we ready to go back to the office?

Is the Workplace Going Back to the Office?

One of the biggest beneficiaries of work-from-home policies, Zoom Inc. recently made headlines by forcing employees back to the office, requiring all employees within 50 miles of a location to work on site at least two days a week, in a policy they are calling “structured hybrid” working. Likewise, giants like Google, Amazon, Disney, Goldman Sachs, and others have called employees back to the office, at least a few days a week. 

In fact, a recent report shows that 90% of companies want employees back in the office by the end of 2024, and 28% will penalize employees who don’t comply with return-to-office mandates. Some of the reasons for returning to the workplace, offered by business leaders across industries and others, include:

  • Increased collaboration and creativity
  • Protection and enhancement of company culture
  • Improved mentorship and retention

Return-to-office policies also offer the practical benefit of making a company’s real estate investment predictable and meaningful, rather than paying for expensive but empty office spaces. 

The Issue of Productivity

At the heart of the matter is the issue of productivity. Competing studies and headlines loudly exclaim that working from home reduces productivity, increases productivity, and doesn’t affect productivity at all. 

When reviewing different studies and surveys about productivity and remote work, it is important to distinguish data gathered during the pandemic from data gathered pre- or post-Covid. Covid lockdowns were a uniquely stressful time, when many workers were ill or quarantined, had exceptional child or elder-care responsibilities, and were under extreme situational stress. While there were a flurry of studies and reports about this specific time period and situation, that data should not be extrapolated to apply to current conditions, which leaves us with a paucity of good research. 

Meanwhile, positions become more entrenched, and it mainly comes down to feelings. The majority of remote and hybrid employees feel that their productivity is the same or better, and the majority of executives and company leaders feel that productivity is decreased.  

Dividing the Labor Force

One real cultural issue caused by remote and hybrid work is the division created between employees whose work can be done offsite and remotely, and those who must work at a job location. This division is especially noticeable in research and the life sciences, where it can impair collaboration and communication. 

The problems of jealousy and resentment can be very real, and leaders should handle the cultural challenges carefully. The core of the problem is that all employees want a sense of autonomy and control over their schedule and work/life balance. In environments where no employee has that kind of autonomy, or all employees have it, resentment levels are low. When some employees are perceived as having greater privilege, problems arise. Some solutions include:

  • Create and publish a clear and consistent policy about remote and hybrid work, rather than granting it to some employees and not others.
  • Consider remote and hybrid options for roles that have traditionally been performed in-house
  • Find ways to offer more amenities to on-site workers, with flexible hours, commute benefits, onsite child care, etc. 
  • Redirect jealousy and resentment by asking employees what solutions would work for them specifically, rather than comparing themselves to other team members

Employers who are seen as granting a privilege to some workers and not others, or who allow employees to dwell on the problems they face rather than focusing on solutions, can allow resentment to undermine collaboration in their teams, harming company culture and productivity.

A More Measured Approach

The Covid pandemic proved definitively that the 9-to-5 workday, with its accompanying rigidity, commute, and inconvenience, is both expensive and unnecessary. Technology has created new ways for employees to have more autonomy and independence, while still making valuable contributions to the workforce and the economy. It’s up to employers to find new ways to take advantage of these capabilities and turn them into benefits, rather than enforcing old-fashioned models of employment. 

If you want to learn more about how new ways of thinking can connect your company with the top talent in Europe, contact grapefrute today.