Back to the office we go?
The debate over returning to the office rumbles on and on (and on). I find a lot of it really frustrating, because it focuses so much on the “what” rather than the “why” or the "how".
Why do some people want to return to the office and others don’t?
If we understand that then we can start to have much more useful and productive conversations about how to facilitate a working environment that works for everyone.
There’s a perceived divide between older/more senior staff who want everyone back working face to face and younger/more junior staff who prefer the flexibility of working from home. To me, this is a false dichotomy, and a very simplistic way of thinking through the arguments either way.
From the conversations I’ve had, the observations I’ve made, and the arguments I’ve heard, the work from home / work from office divide is down to five factors – two connected to work and three connected to practicalities.
If your role is mainly focused on working alone delivering things, then doing this in a quiet environment away from the distractions of the office is probably the best way for you to be productive. However, if you spend most of your time in meetings, then back-to-back Teams calls are exhausting and can leave you feeling like you are getting nothing done.
As a sweeping generalisation, the more senior you get, the more your role involves other people – managing your own team, collaborating with your peers and influencing your boss. You have more conversations that are difficult, and these are easier in person. I believe this is often at the heart of why many leaders want people back in the office – for them it really is a much more productive and enjoyable way to work.
2. How you build relationships online
Effective working relationships are essential to both performance and morale. So for hybrid to work, we need to make sure we are building remote connections with our co-workers. However, there seems to be a challenge here in that there are different approaches and expectations to how relationships work online.
The longer you’ve worked in an office environment, the more ingrained the old ways of working are. As creatures of habit, we find it hard to find new ways of solving the common problems. It’s frustrating not to just walk over to someone’s desk and chat to them about what you need. As a friend of mine commented: “I don’t want to watch a 10 minute video on how to file my expenses - I just want someone to take 5 minutes to show me!”
I tend to see people simply trying to translate their old ways online – a check in via Teams rather than an office stand up, a phone call rather than popping in to a meeting room. This seems to work for people who are also translating the old ways, but feels clunky to those embracing the new.
At the other end of the scale, if you are a young millennial or Gen Z (or simply a boomer who loves technology) and you have grown up building and nurturing relationships online, maybe that feels a lot more natural to you. A group chat feels like a sensible way to share personal information, and an unexpected phone call is panic-inducing. In that case, the office can seem superfluous.
3. Your working environment
If you live in a flatshare or somewhere too small to have a dedicated workspace then working at home is a lot less pleasant than if you have a shepherd’s hut at the end of your large garden in the countryside.
At the same time, if you have less disposable income (as most people do these days) the thought of spending huge amounts on long and depressing commutes is infuriating.
And the office environment matters too. Are you asking people to come into a tired, outdated space that’s too hot in the summer and too cold in the winter? Are you asking them to come into an office where they can’t get a desk, or that is empty and silent most days? If the office environment isn’t appealing, then why would they want to bother?
4. Caring commitments
For those of us with children, working from home has been a revelation.
No more dropping them off at Breakfast Club at 8am. No more desperate dashes back from the office to avoid being late for pick up. Time to chuck on yet another wash while you make a cup of tea.
Similarly, for those with other caring commitments the flexibility of home working is invaluable - whether that’s visiting an elderly relative or taking the dog for a walk at lunchtime.
Asking people to unpick arrangements they’ve come to rely on is stressful, and often expensive.
The reality is that we live in a society where the state offers little support to parents and carers, so employees that can help us pick up the slack are invaluable.
5. Health needs
We mustn’t overlook the benefits of home working to those with disabilities and medical conditions. For many, it’s only since the pandemic that their employers have embraced remote working, which allows them to manage their environment in a way that works for them. Whether that’s a set-up that is comfortable, the ability to take regular breaks, or being able to use online tools, it would be unfair to remove this once it has been offered.
Being open to homeworking expands the pool of people who are able to work for you, and more talent and diversity is never a bad thing.
Discussions about returning to the office need to recognise that all of these factors play a part, alongside many others (the cost and length of your commute, for example). That's why sweeping statements about what is right are so unhelpful. What is right will be different for everyone, and will change throughout their working life.
Smart employers, I believe, recognise that we can't turn back the tide. Now we have had the benefits of some choice around how and where we work, it's impossible to take that back and expect to retain or attract the best talent.
Instead, the conversation needs to focus on how to make flexibility and hybrid work for everyone - for indivuduals and for the business. It's far from impossible, but it takes a bit of effort. Much more effort than shooting your mouth off with a soundbite.
Really enjoyed reading this article, Ruth Richards. Thanks for taking the time to write and share your thoughts, it knits the debate together really well.
Great, helpful, balanced article! Thank you Ruth Richards
Thanks so much for this Ruth - a subject that definitely rages on. The balance of fairness and exchange between the needs of individuals and the needs of the business really matters - and whilst easy to say, these needs are ever changing and complex. I value the balance that we’ve struck at Barefoot Coaching Ltd. It’s not perfect but typically people work in the office when it works best for them. On average we ask those who are able to work a few days a week in the office. Some of our team work remotely most of the time but still feel very present in the business. Others prefer to be in the office more often but know that they can flex where they work dependant on circumstances. I really value the balance we strike. Only yesterday, with some impending deadlines (some self-imposed!) I decided that my two hour commute could be better used taking a walk and making progress than sat on the M42. I was able to do so guilt free and with the full support of the team I work with. As CEO you might think that’s easy to say and do, but at Barefoot these choices are open to the whole team - who are trusted, talented, work so hard and care passionately. In many ways, where they work becomes far less important.
Fascinating read Ruth Richards and a challenge to get the balance right - rather than all in or all out. For me it's about how to keep it human within that balance too. Thanks for posting.
Probably the most sensible discussion on the topic I've seen Ruth Richards. Thank you for sharing. I have a hybrid team and don't think we suffer at all for it. In fact, I think many of my team are more productive remote. I'd advocate for it, if you can confidently mange the work, rather than just attendance We do have some practices like a regular Teams social where we have lunch and do a quiz or similar to help with those who may feel isolated, and we try to get together a couple of times a year. I'd be interested in any other practices people have to keep remote teams connected.