Why Forcing Employees Back into the Office is a Bad Idea
When the pandemic settled down, employers began to put the squeeze on workers to return to the office full time. Turns out, this requirement isn’t the best idea. Employees are resisting or quitting because they want to continue to work remotely or, at the least, work under a hybrid arrangement. The reality is that remote and coworking are here to stay.
Here’s a look at what is behind the employer push for onsite work and why employees are resisting.
The employer argument
Employers maintain that by having employees together, like the old times, companies will experience better collaboration and a more aligned culture. Employers also suspect that remote workers aren’t putting in the hours and productivity is falling.
Some bosses, notably like Elon Musk, made back-to-the-office mandatory. Musk said, “Anyone who wishes to do remote work must be in the office for a minimum (and I mean *minimum*) of 40 hours per week or depart Tesla.” He is getting surveillance reports weekly.
The only problem Musk has now is that forcing employees back into the office isn’t working very well for him. Tesla wasn’t prepared to accommodate all employees on such short notice (which meant not enough chairs, desk space and parking). Many quit. Many were fired. Morale plummeted. Absenteeism averages 10% a day.
The remote work argument
Once employees got a taste of remote work, they found that they loved the freedom, the ability to accommodate daycare arrangements, the lack of commutes, dressing more comfortably, and the ease of connecting electronically.
The horse was out of the barn, so to speak, and many employees don’t want to go back to full-time office work. In fact, a recent poll found that over 40% of employees said they would start looking for a new job or quit immediately if they were forced to return to work.
While some companies may get away with onsite requirements, many will have a hard time recruiting enough employees in a tight labor market that wants more freedom. Rather, more progressive employers are offering hybrid work arrangements where the number of days in the office is negotiated as part of the employment agreement.
Consider these facts about remote work in the U.S. and the popularity of coworking:
Six of 10 Americans now work from home.
There are 6,200 coworking spaces in the U.S. as of 2022.
Remote workers are 20% happier than those working in offices.
77% of remote workers report being more productive.
Working from home improves mental health.
Coworking reduces loneliness by 83%.
Employers and employees will continue to battle over onsite work requirements
Even as productivity and wellness data continue to show that remote work is a win-win for both the employer and the employee, many employers will continue to push for more office time for their employees.
Some, like Elon Musk, are playing hardball. And, state laws make it hard for employees to assert their wishes to remain remote. In some states, an employee who refuses to return to the office and is let go will not qualify for unemployment insurance. In employment-at-will states, employers can fire employees for not returning to work in the office. Some fired employees are fighting this under the Americans with Disabilities Act.
When employees quit, turnover is a big headache for employers nowadays. One study estimates the cost to employers of turnover is now $550 billion a year. The pain for employees is much less. With a low unemployment rate, employees can quit one job and find another a day later.
This transition from fully remote work to either hybrid or full-time in office work is still playing out. But the big wake-up call for employers is that many employees, now that they’ve tasted the freedom of remote work, are going to push back.
One thing is certain. Remote work is here to stay. Employers who look for accommodations will be the winners.