The future of remote working - navigating the return to office

Remote working, once considered a perk for some, has become an integral part of the fabric of the UK workforce. The COVID-19 pandemic forced businesses to adapt their employees working from home, which has in turn allowed the benefits of hybrid working to shine through. Many jobs, particularly in tech, can be performed effectively remotely. And now, four years on from the pandemic, many employees are prioritising flexible working when choosing a job. But with many companies enforcing a return to office movement, what does the future look like for remote working?

Why the sudden return to office?

The trend in certain companies demanding a return to being in the office full time is being driven by a number of factors. For some companies, particularly those in industries reliant on collaboration and innovation, the physical workplace can be seen as a catalyst for creativity and cross-team cohesion. Many leadership teams are placing importance on face-to-face interactions and meetings which they don’t think can be replicated in a remote or hybrid setting.?

Further to this, some organisations have reported a loss of company culture since the switch to remote working. This is particularly apparent with employee turnover , as new hires can struggle to create strong bonds with their new colleagues when they’re not in an office setting. These factors are contributing to the shift in narrative and the move to traditional office-based roles.?

For some employees, the return to office may be met with enthusiasm, offering an opportunity to reconnect with colleagues and increase the structure in a workday. However, for some the prospect is a cause for anxiety and uncertainty.?

Not without controversy

Companies enforcing the mandatory move to office working are facing quite the backlash. Many employees have grown accustomed to the flexibility and autonomy which remote working provides them, and are resisting the return to office life. Working in a hybrid format gives a significant improvement to work/life balance, with the reduction in commuting time allowing people that time back to do as they wish. There are also cost implications with travelling to work; not every company offers travel or parking expenses as part of the employment package, so people are resistant to spending their salary unnecessarily, especially with the rise in costs we’re experiencing as a country.

Furthermore, the shift back to the office has raised concerns about inclusivity in the workplace - not all employees have the same access to transport, childcare or flexible working arrangements, meaning that a return to office full-time would leave many people unable to stay in their job. Women have benefited from the hybrid working pattern; being able to start working again sooner after having a baby due to being able to work remotely, and having a better balance over childcare . A recent survey on our LinkedIn page revealed that 56% of our community of women in tech prefer to work either full-time from home or remotely. A further 42% prefer a hybrid approach, and just 1% of people voted for working in the office full-time. In fact, another survey revealed that over a third of software developers would quit their job entirely if they could no longer work from home.

Companies need to be cautious with demanding a full return to office work, and consider factors like inclusion and equity before making rash decisions. Policies should represent all of your workforce; not a select few, and should always prioritise the wellbeing of employees. We believe that a hybrid approach works best, allowing employees the opportunity and choice to visit the office when they need to. Mandatory rules may result in employee turnover increasing as people move to companies who promote flexibility.?

Read more about the impact of returning to the office on women on our website: www.womenintech.co.uk/return-to-work-the-impact-on-women/