“You have to spend at least 9 working hours at the office, welcome back to the office, please find a place to plug in your laptop and start working.” 

This has been the message from many employers lately. 2023 is closing swiftly, and in today’s rapidly evolving professional landscape, the debate surrounding the return of employees to the office has gained significant traction. The advent of remote work, brought about by unprecedented circumstances, has prompted companies to reevaluate their traditional work setups. There are more and more bosses issuing return-to-office mandates, even as workers demand flexibility. 

Few believe that the sagging economy and soft spots in the labor market have left companies holding all the cards. Others argue that forcing employees to sit at a desk for nine hours in the office will send top talent running for the exits and choosing other companies that care about the employees. 

There is a tug of war going on right now in the working space, as the employers are not having an easy time as many are losing money, while for the employees, an overwhelming percentage of them are worried about losing their jobs. 

In this article, we will delve into the multifaceted intricacies of this subject, analyzing the implications of enforcing the return of workers to the office. 

The Shift to Remote Work: A Paradigm Reimagined

Before delving into the risks of insisting on employees’ physical return to the office, it is crucial to acknowledge the paradigm shift that occurred during the era of remote work. The pandemic was a sudden, unfortunate event that forced the world to be quarantined to protect everyone. During that time, everyone adapted to the work from home conditions. The pandemic necessitated a quick transformation, propelling companies to embrace remote work arrangements. As a result, many employees experience increased flexibility, reduced commuting stress, and improved work-life balance. People during the pandemic took care of their health and families as they had a lot of time on their hands. 

The Pressure of Return: Employee Return to Work and its Effects 

Amid the ongoing discussions about workers returning to the office, the concept of the employee returning to the office has now emerged. Many companies, such as Tesla, Twitter, Infosys, and Wipro, have removed the concept of remote work and are mandating a complete work-from-office policy. 

Many companies and startups alike are now navigating the complexities of creating a streamlined process for employees to reenter the office environment. However, this seemingly innocuous form can have significant implications. 

Reasons, why remote workers return to office, may hurt the employers 

• Many top Performers may flee: Compulsory work from the office causes employee turnover

Companies that are trying to drag employees back to the office have a high chance of losing their best talent. Historically speaking, the most sought-after job candidates have been the ones who have shaped what the workplace looks like, not the bosses. Especially after the pandemic, there have been two kinds of companies. The first kind is going to embrace work from anywhere, and the second kind is in denial of the concept of work from anywhere. The second one is most likely to lose a lot of talented workers. 

Research conducted shows that companies that enforce mandatory return to office (RTO) policies are more likely to experience turnover issues than those that don’t. According to a 2022 report, 56% of the hiring professionals at companies that operate mostly in person say turnover is a major issue. That number has dropped to 50% for hybrid companies and 41% for companies that are primarily remote. 

• Mandated Return to Office can lead to higher levels of burnout and intent to leave 

We all know that engaged employees are better for businesses, as they are the ones who get the work done. A survey of more than 2000 U.S. workers to know their views on RTO gave few results, and they are astonishing. 

Employees who are in hybrid or remote work arrangements felt that they were “more supported, more cared for, and had a greater sense of belonging” compared to their in-person. 

Many employers believe that the workforce under one roof is presumably closer and therefore shares a deeper sense of belonging, but that’s not exactly the case, and belonging isn’t about occupying the same physical space; it’s all about inclusion and acceptance. 

When an employee feels like their authentic self is accepted and is part of something larger than themselves, they are likely to feel like they belong and are accepted at a place. 

Forcing employees to work from home under the threat of discipline can lead to disengagement, fear, and distrust. A survey conducted shows that those employees experience significantly lower engagement and well-being and significantly higher intent to leave and levels of burnout. 

• Forcing remote workers to return to the office involves DEI risk

Forcing employees to return fully on-site is also a risk to diversity, equity, and inclusion because underrepresented groups of talent have seen vast improvements in how they work since being allowed more flexibility, and that flexibility could be lost if work from home is not the option. 

Employees with disabilities also find work-from-home beneficial. 56% of knowledge workers who have a disability say the extent to which their working environment helps them to be productive has improved in the past 12 months.

Closing Thoughts 

In conclusion, the decision to compel workers to return to the office is a multifaceted matter that demands careful consideration. The risks and benefits are extensive, touching on privacy concerns, health and safety precautions, cultural dynamics, and more. By embracing a flexible and hybrid approach, companies can navigate these challenges while prioritizing their employee’s holistic well-being and creating a thriving work environment.