We can’t stop talking about return to office

Hybrid and telework have been around since long before 2020, but this year, Remote vs. In-Office is more hotly contested than ever. 

Bloomberg calls it the Return to Office Saga, and says we can’t get enough. Fortune reports that Amazon employees are “rage applying” to other positions to avoid full-time in-office. 

Fast Company dove into the motivations behind mandates, adding that in the amount of time Taylor Swift has released eight new albums, we’re still having the same conversation about the workplace. 

As PETA would say, why are we still “feeding a fed horse”? 

For one, organizations have expensive real estate portfolios, and many companies are locked into 10-year leases, meaning in-person work can help justify these expenses. 

Some speculate control is a motivator for business leaders. In a study by Fiverr that surveyed 1,000 managers and executives and another 1,000 business owners, one third believes that employees are more motivated when they’re being watched by employers. 

Questions around productivity perpetuate this tug-of-war between remote and in-office work, with data to support both sides. Research from Wharton revealed a 15 and 33 percent increase in applications from women and underrepresented minorities, respectively, when tech and managerial jobs offered remote options. Stanford economist Nick Bloom co-authored a study that found hybrid work decreased turnover rates by one-third at a multinational tech company based in China. 

In the case against remote work, studies by researchers Natalia Emanuel and Emma Harrington highlighted drops in productivity and engagement for remote and distributed employees. Likewise, experts say that a sense of connection may fuel our passion for work. In his research, Bloom found evidence that culture, collaboration, and mentorship are more fluid in person. 

How do we find a balance? 

Rather than mandates or surveillance, understanding that needs vary by individual may help organizations define policies and create a better workplace experience. 

Flexible work as a benefit 

The opposite of surveillance and mandates is trust—trust in employees to know how they work best, and empowering them to make those choices. 

Some companies, for example, are virtual-first, but retain physical offices so that employees can gain the benefits of collaboration and connection. More and more companies (currently 43% of U.S. firms) have adopted a structured hybrid policy, with employees expected to come into the office on specific days of the week. This helps guarantee that time in-office is more valuable—you’re likely to run into colleagues, have in-person meetings, and take part in office culture. 

Other companies are turning to technology. Workplaces that support individual preferences—lighting and temperature control, customized workstations—can boost engagement, mirroring the control remote workers have over their own environment and work day. 

Organizations like Asana advocate for clear communication. By communicating that structured hybrid is leadership’s expectation, they’re able to attract employees who already subscribe to their policies, accounting for high rates of compliance, as well as continued innovation and business success. 

Now, workplaces are fortunate enough to have the ability to measure office utilization, occupancy, and employee sentiment to define a workplace strategy and chart its success rate. This level of workplace data is driving everything from real estate decisions to hybrid policies, allowing businesses to be more responsive to employee behaviors and find a unique solution for their teams.

Will one study or think piece settle the debate? Probably not. Instead, organizations can focus on their core values, and use data to continually shape the workplace experience. 

Watercooler Talk 

Good news from 2024 in the world of work

A sustainability win for New York offices: New York set aside $10 Million to replace inefficient air conditioners with energy-efficient cold-climate heat pumps. This will lower emissions from buildings, improve the quality of indoor air in offices, and put less strain on New York’s electric grid. 

The U.S. Department of Labor is increasing competitive integrated employment (CIE) for individuals with disabilities. Through the NEON initiative (National Expansion of Employment Opportunities Network), government agencies in 13 states and D.C. will receive support to drive equitable pay, benefits, and opportunities for individuals with disabilities. 

LEGO won’t have any issues getting employees to come into the Denmark office. The company’s “Innovation Campus”—conceptualized with LEGO bricks and soon to be a reality—will feature 20,000 LEGO elements in various colors. Designed with sustainability in mind, the wooden structure with walls of FSC certified timber is designed to reduce upfront emissions and enhance energy efficiency and water conservation. 

Your workplace in 2025 

Kickstart 2025 workplace planning with practical tips from the OfficeSpace blog:

📐Are you measuring workplace density? Here are 3 workplace metrics to track in 2025—according to experts. 

🗓️Meeting room scheduling software is critical for space management. Here’s what yours should have. 

🎁Need gift ideas for employees? Read our do’s and dont’s for gift-giving at the office. 

Resources from this newsletter: 

Why the Return to Office Saga Remains so Gripping Bloomberg

Can Remote Work Help Diversity Recruitment? Wharton

Did 2024 Kill Remote Work? Inc. 

Why are we still talking about return to office?  Fast Company

Amazon employees are ‘rage-applying’ as its return-to-office mandate looms Fortune