27 Jan One Step Forward and Two Steps Back? Return to Office Considerations
The new year began with snow blanketing the DMV area, closing schools, offices, and businesses. Yet, in the face of these closures, work didn’t stop — people simply pivoted to remote. It’s a little ironic, isn’t it? When remote work is necessitated by external factors, we’re quick to embrace it. But as “back to office” mandates gain traction, we need to ask: Are we missing the bigger picture when it comes to remote and hybrid work?
The push to bring everyone back into the office feels drastic to many, yet at the same time seems increasingly widespread — from Amazon and Dell to the Federal level. While some leaders see physical presence as the cornerstone of productivity and culture, it’s important to pause and ask: What does the data say? What exactly is this mandate being driven by? Is it being widely accepted, or are employees silently resisting? And most importantly, is it truly the best path forward for your organization’s unique dynamics and needs? Forcing a one-size-fits-all solution ignores the nuances of modern work dynamics, and betrays the flexibility and agility that has proven to be essential for many reasons.
Hybrid is Working for Many
Let’s take a cue from companies that are thriving remotely. Spotify, for instance, has fully embraced remote work, building a culture that transcends the boundaries of office walls. Spotify’s leadership sees the value of in-person collaboration, so instead of treating their employees “like children”, they “try to find things that make people want to come into the office rather than forcing them to,” according to their CHRO.
Similarly, Airbnb’s approach to culture emphasizes intentionality. They’ve demonstrated that a strong culture is less about proximity and more about strategy — how you motivate, collaborate, and communicate.
The success of these organizations shows that the key to maintaining culture lies in intentional practices, which can be just as tangible as physical spaces. If your team’s success is tied to a building, it’s time to rethink what truly drives engagement and innovation.
Do What’s Right for Your Organization
Just because some big corporations are mandating a return to work doesn’t mean it’s right for everyone. As outlined above, plenty of others are showcasing the value of being hybrid or fully remote. So, how do you know what’s the right choice for your team? Consider the following questions before determining whether your organization is better off hybrid or in-person:
1. What does the data say? Look at engagement, productivity, costs (office space, turnover, benefits, etc.), and more. Get creative if you have to!
2. Ask your people what they think… after all, if they’re not happy, their work will suffer.
Don’t overlook the fact that mandating a return to the office could lead to unintended consequences, particularly high turnover. Some organizations (and institutions) might view this as an opportunity to “clean house,” however this overlooks the complexity and cost of losing institutional knowledge. Retraining new employees takes time and resources, while the expertise of seasoned workers is invaluable. If you are able to maintain some form of flexibility in your workplace, it’s well worth considering.
How to Embrace Flexibility Without Sacrificing Culture
◉ Customize Work Arrangements: Allow teams to tailor their schedules and locations based on specific roles and individual needs.
◉ Conduct Regular Check-Ins: Use surveys and open communication channels to understand what drives employees and address their concerns real-time.
◉ Set Clear Goals: Define objectives that align team efforts, regardless of where they work.
◉ Foster Open Communication: Create a culture of transparency and regular feedback to strengthen trust.
◉ Celebrate Team Achievements: Recognize milestones and successes to boost morale and reinforce a sense of belonging.
◉ Build Collaboration Opportunities: Incorporate virtual team-building exercises or ‘coworking’ time slots, facilitate the sharing of ideas and resources, encourage people to seek support from others, and leverage technology.
◉ Act on Feedback: Actively seek employee input and use data to identify and amplify effective practices while addressing challenges proactively.
◉ Excite People about In-Person Gatherings: Whether its team retreats, happy hours, all-hands meetings, coffee chats, workshops, or something else, give your team a reason to get excited about face-to-face interactions.
Remote work enables teams to work from anywhere, bringing diverse perspectives and fresh ideas to the table. Viewing remote and hybrid work as an opportunity rather than a compromise can lead to more dynamic, resilient teams. A hybrid approach — grounded in trust, intentionality, and data — can create a win-win for both employees and employers.
As we navigate continued workplace uncertainty, the question isn’t whether remote or hybrid work is better but how we can make it work. By prioritizing culture, communication, and flexibility, organizations can thrive no matter where their teams are located. It’s time to reframe our thinking and embrace a mindset that adapts to the future of work with ease and excitement.
Image Credit: Jelena Danilovic from Getty Images via Canva
