The Case Against a Full Return to Office: A Stoic Perspective on Hybrid Work

The conversation around returning to the office full-time keeps coming up, bringing everyone back five days a week is a tempting solution to solve a range of problems. But before you make that call, let’s take a step back and think about this with a Stoic mindset.

I’m someone who genuinely enjoys being in the office every day. It’s where I thrive. But I also manage people who are hybrid, and here’s the thing: it’s not one-size-fits-all. Some people are far more effective with the flexibility that hybrid work offers. It’s not about where they work, it’s about how they work and how we manage them.

The Myth of Full RTO

There’s this notion that bringing everyone back to the office will solve productivity issues. But let’s be real: mediocre employees will find ways to be unproductive no matter where they are. In the office, they’ll wander around, distract others, and look busy without actually doing anything. At home, they’ll do the same. The problem isn’t the location; it’s the person. That’s why hiring the right people is crucial. If you’ve got the right team, they’ll be productive whether they’re sitting at their desk or working from home.

Research led by Nicholas Bloom, (where I got a lot of insight for this article) shows that employees who work from home for two days a week are just as productive and as likely to be promoted as their fully office-based peers. This is definitely worth noting.

The study found that hybrid work had zero effect on workers’ productivity or career advancement and dramatically boosted retention rates.

What the Data Says

Let’s look at the numbers: Right now, about 30% of employees are working in a hybrid setup, 60% are fully on-site, and 10% are fully remote. These numbers aren’t just stats, they’re a clear sign of how work has evolved. And for those who think full RTO is the magic bullet, here’s a reality check: a survey of the S&P 1500 showed that companies mandating a full return saw no improvement in their bottom line. None. What they did see was a rise in attrition, especially among their best people.

Why? Because top talent knows their worth, and they have options. If they can find a company that offers hybrid or remote work where they can be just as effective, they’ll take it. And you’ll be left wondering why your best performers are heading for the door. Consider this, an unhappy employee might spend six months or more looking for another role while still on your payroll.

Amazon’s Approach to Hybrid Work

Take a look at Amazon. Andy Jassy, Amazon’s CEO, has set a three-day in-office policy, which he believes hits the right balance. It gives teams enough time to collaborate, connect, and be creative, while still allowing them to have a couple of days for focused, personal work at home. It’s not about being in the office every day, it’s about making those in-office days count.

Netflix Has Another Approach

In 2024, Netflix has largely moved away from remote work, with a strong push for employees to return to the office. Co-CEO Reed Hastings has emphasized that in-person interaction is vital for maintaining the company's culture and collaboration. While some flexibility exists, the company encourages a more traditional office environment, arguing that it's necessary for the global and dynamic nature of their operations. This stance contrasts with other tech giants that offer more flexible or remote work options.

Learn to Manage, Don’t Micromanage

The solution isn’t to force everyone back into the office. It’s learning how to manage a hybrid and remote workforce effectively. Once you’ve got the right people on the bus, trust them to do their jobs. Give them the flexibility they need to be productive and happy, and you’ll see the results. It’s not about where they are; it’s about how they work and how you lead them.

The Stoic Lens on Modern Work

So, what does Stoicism have to say about all this? Plenty.

1. Control What You Can: As Stoics, we focus on what we can control and accept what we can’t. We can’t control whether every employee thrives in the same environment. But we can control how we hire, how we manage, and how we create an environment where the right people can succeed.

2. Embrace the Change: Amor Fati teaches us to love our fate, even when it’s not what we expected. The shift to hybrid work is here, whether we like it or not. Embrace it as an opportunity to grow, adapt, and lead more effectively.

3. Lead with Virtue: Stoicism tells us that virtue, wisdom, courage, justice, and temperance, is the highest good. Apply this to your leadership. Hire wisely, manage fairly, and create a balanced work environment that fosters success, whether in the office or at home.

4. Value Time: Memento Mori reminds us that time is finite. Hybrid work allows us to use time more effectively, cutting out pointless commutes and giving people the flexibility to balance work and life. This isn’t just good for them; it’s good for business.

5. Anticipate Challenges: Finally, Premeditatio Malorum, the premeditation of evils, encourages us to anticipate problems before they arise. Think ahead about the challenges of hybrid work. Set your team up for success by planning how to keep them engaged and productive, no matter where they work.

Other thoughts to consider

• Flexibility is Crucial: The pandemic has solidified the need for flexible working arrangements, with many companies recognizing that offering remote or hybrid options is essential for retaining and attracting talent.
• Remote Work's Rise: Remote work has become normalized and is now expected by many employees. Companies have had to adapt to this new reality, with some fully embracing remote-first cultures, while others are opting for a hybrid model.
• Challenges and Benefits: Remote work offers benefits like increased productivity and broader talent pools, but it also presents challenges such as digital fatigue, communication hurdles, and the loss of in-person interactions that some employees still value.
• Cultural Shifts: The shift to remote and hybrid work has forced companies to rethink their culture and communication strategies. Many are focusing on maintaining connectivity and community among remote teams, while also providing flexibility to meet individual needs.
• Long-term Impact: Most executives believe that flexible work arrangements are here to stay, with many companies planning to continue offering remote or hybrid options even after the pandemic. However, some organizations still see value in in-person work and are exploring ways to combine the best of both worlds.

Conclusion: Think Twice Before Mandating a Full RTO

Returning to the office full-time isn’t the solution some think it is. It won’t magically fix productivity, and it might cost you your best talent. Instead, focus on hiring the right people, giving them the flexibility they need, and managing them effectively. The Stoics teach us to focus on what we can control, embrace change, and lead with virtue. Apply these principles, and you’ll find that the future of work is flexible, productive, and balanced, whether your team is in the office or working remotely.

I believe that in creative environments and for building great company culture you have to be in the office together a lot. The post pandemic remote and hybrid era is likely here to stay. What I think that we should be angling for in the creative space is flexibility built on trust. Not three days a week or two days a week, but the flexibility to manage your life and work the way it makes sense for you, what you do and who you work for.

Sources:

Why People Like Working From Home - The Atlantic

Research and Policy | WFH Research

WFHResearch_updates_March2024.pdf

Nicholas A. Bloom | Stanford Graduate School of Business

100+ Hybrid Work Statistics and Trends in 2024 (flexos.work)