Working from home was a luxury. Get back to work!

90% of companies say they’ll return to the office by the end of 2024—but the 5-day commute is ‘dead’ –?CNBC

In the wake of a prolonged period of remote work, the return to the office is looming on the horizon for many companies. As an experienced IT executive, I grasp the intricacies and ramifications of this transition. It’s crucial to approach this shift with a balanced perspective, considering both the organizational and employee viewpoints to make well-informed decisions. Let’s dive into the nuances of the return-to-office (RTO) debate and explore how companies can navigate this transition effectively.

Productivity

When the pandemic struck, the sudden shift to remote work wasn’t driven by a newfound productivity miracle; it was a necessary response to the situation. Companies didn’t say “hey, all of a sudden we found magic productivity tool. Let’s take advantage of it.” It was a necessary procedure, and companies had to invest in technology and adapt their operations swiftly. Yet, amidst the challenges, many of us relished the extra time gained by eliminating daily commutes. I was one of those people who no longer had to be stuck in 2-hour daily commutes. ?Claims of increased productivity abound, and I’ve heard a lot of folks say “I am much more productive. I don’t have to drive 2 hours, so I will work the extra hours and the company will benefit”. The reality is more complex.

“The average workweek was 36.9 hours in November 2022, down from 37.5 in January 2020,” according to Axios.

Where does this claimed productivity surge originate? It’s not about working longer. Is it about doing more in the same time? Is it perhaps due to fewer interruptions and meetings. Not really.? Most Americans don’t have a dedicated home office and don’t have the ability to separate work & personal lives. I’ve worked with plenty of people who lived in small houses with 4 kids under the same roof working from the kitchen.

Meetings, too, underwent a transformation. If you were in the office, you could ask someone a question and move on. During Covid, everything became a 30 min Zoom call. I am sure we’ve all spent more time in front of the camera than supermodels do during photoshoots.

And those meetings weren’t always productive. Based on my experience in four start-ups and two $20B companies, I personally believe that that it’s a lot easier to brainstorm and collaborate when you’re in one room together.

Size Matters

During this ongoing RTO debate, we see small companies championing the remote-first model. “We are remote-first. Look at us. We are a great company, and all of those RTO-imposers are bad. How dare they? Come work for us”. ?While some of it may be driven by self-promotion, it’s essential to recognize that the needs and dynamics of small startups differ from those of large corporations. What works for a 25-person online marketing boutique does not work for a 10k employee conglomerate.

A lot of small start-ups were not working in the office to begin with, so Covid and RTO have nothing to do with it. If they did go to the office, they probably got a room at WeWork. A lot of start-ups had offices (and still do) because they find value in being in the same place at the same time.

Smaller companies have historically offered flexible work arrangements to compete with larger counterparts on salary and benefits.

Economic Considerations

With RTO, the employees are definitely on the losing side of the equation. Not only does it take average American 27 minutes to get to work one way, it also costs them more out-of-pocket for gas, parking, train tickets, lunches, etc. ?Employees got used to a couple more thousand of dollars in their pockets, and they are not interested in giving it back.

From the company perspective, there are also benefits of forcing employees to the office. It might not be obvious but here are just a couple direct ones to consider:

1. It could cost companies more in various overhead, administrative, and legal costs if their employees work remotely, particularly from other states. It could be tax implications, specific state requirements, medical benefits, etc. It is certainly easier if all your employees happen to live and work in the same state.
2. Companies could be getting large tax breaks from opening a physical office based on the premise that it would create a certain number of jobs for that state or municipality. When that doesn’t happen, it could negatively impact the business.

Companies can save money on office space, utilities, and related expenses if employees stay home but spend more on supporting distributed technology infrastructure and operations. Additionally, with all the layoffs going around, I wouldn’t be surprised if companies are forcing RTO mandates in secret hopes to reduce the size of their organizations without having to pay severance.

Environmental Impact

ESG is very important consideration for all major corporations. Remote work can help there as it leads to reduced carbon emissions from commuting and lower energy consumption in office buildings. However, it’s important to consider potential drawbacks such as increased home energy use and the environmental impact of electronic devices.

Health and Well-being

I think we all enjoy the flexibility of working from home. Need to drop off or pick up the kids? No problem. Oil change for your car? Go for it. Last moment item for dinner from the grocery store? Why not. This flexibility contributes to better lifestyles for employees and makes them happier.

On the other hand, remote work presents challenges such as potential feelings of isolation, difficulty in separating work from personal life, and limited access to in-person support. There are numerous studies showing increased cases of physical and emotional abuse for children and adults during COVID. There were also several reports that suggested employees felt more stressed about having to be on camera. Addressing these challenges requires a combination of supportive policies, virtual team-building activities, and mental health resources.

Social and Societal Aspects

We are social creatures and have a strong sense of fairness. Social interaction, community engagement, and cultural aspects are very important to most of us. ?

A remote-first approach can foster a more inclusive work culture allowing for a more diverse employee base. However, many employees miss the camaraderie of the office and face challenges in building professional relationships. There’s also a potential sense of resentment from the section of the workforce that has to go to the office against the ones that enjoy the luxury of staying at home. A company or workplace culture has a significant impact on how well the organization operates and working remotely has huge implications on it.

Moreover, a remote culture sometimes exacerbates societal tendencies towards online confrontations rather than constructive dialogue. We were becoming a society of keyboard warriors way before COVID hit and working from home only worsened that problem. We are forgetting how to cordially disagree, discuss those disagreements, and find ways to move forward. Problems just don’t get resolved as easily over the phone or video, and trust and rapport are built much easier in person.

Finding Common Ground

I completely understand that for every point I made above, there are a dozen counterpoints. The RTO debate isn’t black-and-white. The key lies in flexibility and fairness. While remote work has its merits, not every employee thrives in that setting, nor does every organization benefit from a fully remote workforce.

Employees have proven they can deliver results outside the office and save themselves several hours of commute and a few bucks along the way. That’s a great thing, and it challenged the status quo.

“Fifty-one percent of professionals say they prefer working remotely, and 46% say they want a hybrid job, which means 97% of the workforce are looking for some level of workplace flexibility – Fastcompany

I have personally had a “hybrid” workstyle for over two decades – couple of days on the road with clients, couple of days in the office, and, if possible, Fri at home. It worked for me and for my companies. The key here is that it must work for both.

RTOs are definitely unpopular. I often hear people make statements: “if they force me to go back, I’ll just quit”. It sounds a lot like an ultimatum. Why go there? Ask your boss the famous question from the Netflix operating model: “How hard would you fight to keep me if I quit?” You might have the answer on how valuable you are.

Instead of ultimatums, let’s engage in constructive dialogue with our employers. Companies are setting RTO mandates to simplify the process, but there’s room for negotiation. A nuanced approach, empathetic to both individuals and organizations, is the path forward. Let’s embrace remote work while cultivating a culture of adaptability and continuous improvement, benefiting both employees and the companies they serve.