Remote vs. In-Office vs “Hybrid”…. Oh My!

Which workplace model is going to win the day?? The debate is raging hot and heavy and, unfortunately, many companies are focusing on the wrong things!

Take, for example, a Forbes article published a few months ago that was enticingly entitled The Productivity Problem with Remote Work.? The article was in response to a July 2023 Stanford study on the evolution of working from home. ?

?After reading Stanford's research, I found both their conclusions and the Forbes article problematic in a few ways. It's a catchy headline to say that data now indicates remote workers are less productive, but - as with most issues - the truth is much more nuanced than that. Here are my thoughts.

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1?? The studies referenced in Stanford's paper related to their fully remote productivity calculation were limited to one Fortune 500 call center and two Indian tech companies. This limited sample does not consider the very WIDE and diverse body of knowledge workers and knowledge work out there, so it offers a very limited definition of "productivity."

?2?? The studies citing possible explanations for reduced productivity in fully remote settings (namely communication break downs, lack of mentoring/learning, and lower motivation/self-control) also used limited samples with specific job types. And even if the trends they identified ARE potential causes of reduced productivity, why not use this data to inform companies how to build better remote teams, not merely as justification for companies to eliminate remote work entirely.

?3?? No where in this study is there a discussion of or reference to the EXTENSIVE data that has emerged (see Gallup , 德勤 , NeuroLeadership Institute among many others) which correlates improved employee well-being and reduced stress with improved productivity. So, while some qualities of the remote work environment might contribute to reduced productivity, remote work can simultaneously contribute to IMPROVED productivity as it unleashes proven intrinsic motivators such as autonomy, fairness and purpose.

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It's dangerous for any organization (or publication) to make a knee jerk one-size-fits all response when determining how to proceed with effective workplace strategies. When you consider the broader research on human behavior and organizational effectiveness, it’s clear that the solutions lie in leaders being nuanced in their approach.

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Here are my thoughts what organizations need to consider when designing their work location model while building BOTH workplace productivity AND well-being:

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? The physical locations/footprints of your talent and talent pool: Is it practical or even possible to get the best talent all co-located in one geographical area? If you insist on limited corporate footprints are you weighing the talent costs as well as the potential co-location benefits? What if, instead, you could have unlimited talent pools and just bring your people together intermittently?

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? The individual needs/preferences of your employees. Do you KNOW them? Have you asked them what they prefer? Have you considered the incredible gain you can get in productivity, retention and engagement when your employees feel known, heard, seen and valued? What more can you do to include them in the conversations and decisions and collaborate to come up with workplace solutions that meet both business and personal needs?

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? Your workplace routines, processes, tools and behavioral norms. Are you trying to apply 20th century business models to a 21st century world? Have you tapped into all that is available to us now for digital and asynchronous work tools? What changes could you make to how you work, how you mentor, how you communicate, how you collaborate that could harness the best of remote workplaces while minimizing the risks? Sadly, so many companies are trying to force square pegs into round holes without even considering new possibilities.

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I believe this conversation has only just begun and I'm excited to be on the cutting edge of it. Let me help you and your organization shape the workplace of the future - one in which your bottom line AND your employees can thrive!

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If you’d like to learn more about the latest thought leadership in workplace strategies built for humans, follow me and subscribe to this newsletter.? If you’d like an embedded partner in your organization to measure and implement better workplace well-being strategy, schedule a discovery session with me!

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Stay tuned!