The return-to-work mandates are tricky. It’s not just about control—there are factors like the economy and real estate at play. I get that fully remote work can make relationship-building tough unless it’s intentionally woven into virtual meetings and Slack.
But let’s be honest, if someone’s slacking off at home, they’re probably doing the same in the office—just in a different way. The bigger issue is that forcing people to sit in an office for eight hours a day leads to disengagement and unhappiness.
Some businesses may not want to go fully remote, but the ones that offer zero flexibility? There’s usually more to the story.
Fantastically helpful digest--thanks, Brian.
Thanks Ashley! That means a lot coming from you!
Great article by Brian. And great research to support it.
The return-to-work mandates are tricky. It’s not just about control—there are factors like the economy and real estate at play. I get that fully remote work can make relationship-building tough unless it’s intentionally woven into virtual meetings and Slack.
But let’s be honest, if someone’s slacking off at home, they’re probably doing the same in the office—just in a different way. The bigger issue is that forcing people to sit in an office for eight hours a day leads to disengagement and unhappiness.
Some businesses may not want to go fully remote, but the ones that offer zero flexibility? There’s usually more to the story.
Very interesting statistics. I believe that high caliber talent will go to roles that are hybrid and offer flexibility moving forward.
I also found it interesting that connection doesn't have to be every day in the office to be effective.