Going Back to the Office – The Debate Continues

In Part 2 of our update on remote work, we’ll take a look at the push to get employees back in the office and the interests of both sides in the in-office work debate.

Home vs. Office – What is Best?

Marchon Partners has written extensively on remote work trends, and the benefits for both sides: employees welcome the opportunity for greater work-life balance and employers have access to national talent pools for high-demand skill sets. In addition, we’ve shared studies indicating that remote work hasn’t negatively impacted employee productivity. A recent report in the New York Times even suggests that in-office work can reduce innovation and creativity.

But, there are companies that stand by their decision to call employees back to the office, firmly believing employees will be the benefactors. They cite several other studies that show the isolation of remote workers. Those that enjoy the remote experience tend to have a strong at-home support network. Employees that do not tend to suffer…and their work quality suffers as well. Moreover, working from home is great when you have dedicated home office space; people in small and/or crowded living quarters seldom have the same experience. In addition, the pandemic showed how easily the lines between work life and homelife can blur and many reported working more hours than when working in the office.

Some studies also demonstrate that in-office workers climb the corporate ladder faster. In a 2011-2020 U.K. study, “…employees who worked from home were less than half as likely to be promoted compared to all other employees.” These same individuals were 38% less likely to receive bonuses even when they worked more unpaid hours than their peers. While this study included data from the pre-pandemic era, it’s still a cautionary tale for anyone who wants to grow their career.

Vocal Advocates for Working in the Office

Wall Street CEO’s have spoken out recently on the importance of getting back to the office, especially for employee development. Jamie Dimon, CEO of JPMorgan Chase, believes that working from home hurts younger workers as they miss out on in-person mentorship from more senior employees. Morgan Stanley’s Gorman agrees: “That’s where we teach, that’s where our interns learn, that’s how we develop people, that’s where you build all the soft cues that go with having a successful career that aren’t just about Zoom presentations.”

Bottom line, working in the office is just easier for many organizations. Pre-pandemic policies, infrastructure, and routines…along with office space…are all waiting for employees to return. The old methods of communication, collaboration, and management are deeply rooted in company leadership and aligning to the temporary pandemic model requires a permanent shift. The resistance is real, but it may be futile if employees push back.

In-Office Work Requirements – The Disproportionate Impacts

One point of caution: companies that do order employees back to the office should consider workplace diversity impacts. Women and minority employees may vote with their feet and seek more flexible employers.

• Women are more likely to choose and benefit from remote work. FlexJobs reports that 68% of women prefer remote work (vs. 57% of men). This and other studies consistently cite childcare as the primary reason women seek flexibility.
• Slack’s Future Form survey also found that 97% Black employees preferred remote or hybrid environments (vs. 79% of White employees). This and other surveys highlight how in-office cultures alienate many people of color and create anxiety that hinders their work performance and well-being.

Company Culture Drives the Answer

The decisions about home vs. office work, along with the corresponding pay scales, should ultimately be consistent with company culture. If the culture is solidified and well-understood, the decisions should actually be easy. It’s then up to the current and potential employees to assess if the company is a good cultural fit in light of their own (changing) perspectives.

Companies that are unsure need to talk to their employees. Just like assessing the “voice of the customer” before product innovation, organizations should assess the “voice of the employee” before finalizing today’s workplace decisions. It makes good business sense because the right talent will hugely impact future financial success.