Back to the Office, Back to the Past? Why Return-to-Work Mandates Could Erode Trust and Efficiency

As companies such as Amazon and others mandate a return to the office, with some requiring employees to be present five days a week, many workers are experiencing a drastic shift from the flexibility they've become accustomed to over the past few years. This shift has sparked concerns about the potential impacts on psychological safety, employee morale, and overall productivity. While pre-pandemic work arrangements might have seemed "normal," the landscape of the post-pandemic workplace has irrevocably changed. The forced return to traditional office settings risks undoing much of the progress made toward more inclusive, flexible work environments.

Psychological Safety in the Office: At Risk

Psychological safety—defined by Amy Edmondson as "a shared belief that the team is safe for interpersonal risk-taking"—is a critical component of productive and inclusive work environments. When leaders adopt a monitoring approach, scrutinizing when employees arrive, leave, and how long they stay, it can erode trust and make employees feel less safe. This behavior sends a message that employees are not trusted to manage their own time and responsibilities, which undermines psychological safety.

Research has shown that psychological safety is essential for innovation and collaboration. In an environment where employees feel monitored and constrained by rigid attendance policies, they may be less likely to speak up, share ideas, or voice concerns. According to a study published by the Harvard Business Review, psychological safety is closely linked to team learning, performance, and morale, and when it's absent, employees are likely to disengage and withhold their full potential .

The Ripple Effect on Employee Morale

Mandating in-office attendance without considering employee preferences can significantly affect morale. Many employees now value work-life balance, and they view remote or hybrid work as a key factor in maintaining it. Research from Gallup shows that employees who work remotely at least some of the time report higher levels of engagement compared to those who are fully in-office. By contrast, employees forced into full-time office work often report increased stress, burnout, and dissatisfaction.

Moreover, employees who were accustomed to more flexible arrangements before the pandemic may feel frustrated by the new policies. They are likely to interpret such decisions as a step backward, signaling that their company is either out of touch with modern work trends or unwilling to accommodate diverse work styles. A McKinsey & Company report highlighted that hybrid work options were a top factor in retaining talent post-pandemic. By eliminating flexibility, organizations risk a wave of resignations and a significant decline in engagement .

Productivity: Flexibility Fosters Results

A return to office-centric policies also poses a threat to productivity. Contrary to early concerns, remote work has largely proven to be just as, if not more, productive than traditional office environments. A study from Stanford University revealed a 13% performance boost among remote workers, as employees benefited from fewer distractions, no commutes, and better work-life integration.

Forcing employees back into the office may not only fail to boost productivity but may also reduce it. Long commutes, rigid schedules, and increased surveillance can lead to stress, disengagement, and a reduction in creative output. In addition, the same study showed that workers given the flexibility to work remotely had higher job satisfaction and were less likely to leave their jobs, further underscoring the importance of flexible work arrangements in fostering long-term productivity .

The New Normal: Hybrid Work as the Standard

The post-pandemic workplace is defined by flexibility, adaptability, and trust. Forcing employees to return to a five-day office week is a decision that, if not implemented thoughtfully, can have adverse effects on the workforce. The future of work is hybrid—a blend of in-office and remote work that offers employees the best of both worlds. Organizations that resist this shift risk alienating their workforce and missing out on the numerous benefits that hybrid work offers, from increased innovation to higher retention and stronger employee loyalty.

Companies must tread carefully when implementing return-to-office policies. Leadership must prioritize psychological safety, value employee autonomy, and recognize that productivity is not bound by the physical confines of an office. Organizations that embrace hybrid work will not only create more inclusive and trusting environments but also set themselves up for sustained success in the future.

References

1. Edmondson, A. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
2. Gallup (2022). The State of the Global Workplace Report.
3. McKinsey & Company (2022). Hybrid Work: Making It Work.
4. Stanford University (2020). Working From Home Increases Productivity Study.

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Sacha Thompson is the founder of The Equity Equation, LLC, a boutique diversity coaching and inclusive culture consulting firm. With more than 20 years of experience within the education, non-profit, and tech industries, Sacha’s work involves removing barriers or providing support to achieve equity. She helps executives and leaders have meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. She was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.