The Great Office Return: When Flexibility Becomes Inflexible
The pendulum seems to be swinging back on remote work, and not in a way that many of us are happy about. Looking at recent discussions online, there’s a clear trend of companies pushing for more office presence, typically settling around that magic number of three days per week.
Working in tech for over two decades, I’ve witnessed numerous workplace transformations, but none quite as dramatic as the COVID-induced shift to remote work. Now, watching companies backpedal on their WFH policies feels like watching a streaming service suddenly reverting to scheduled programming – it just doesn’t make sense anymore.
The justifications for returning to the office often sound hollow. “Culture building” and “spontaneous collaboration” are the buzzwords thrown around, yet many of us are sitting in open-plan offices with headphones on, joining Teams calls with colleagues who might be sitting just a few desks away. Speaking from experience at my current role, our team’s daily stand-up involves people dialing in from three different time zones – exactly what benefit am I getting from being physically present in the office?
What’s particularly frustrating is seeing companies mandate office returns without proper infrastructure to support it. One comment that really resonated described an office with only 40% capacity – essentially acknowledging that full-time office work is impossible, yet still pushing for mandatory attendance. It’s like booking a venue that can only fit half your guests but insisting everyone must attend.
The outsourcing angle is particularly telling. Several people mentioned their companies moving jobs offshore after proving that remote work is viable. The irony isn’t lost on anyone – apparently, work can be done remotely, just not by local employees who expect local wages and conditions.
For those living far from their workplace, these mandates create genuine hardship. A 90-minute commute each way effectively adds three unpaid hours to the workday. Factor in the cost of fuel, parking, and the environmental impact, and it’s hard to see how this benefits anyone except commercial real estate owners.
The most concerning aspect is how these changes are being implemented. Many report receiving sudden emails announcing new attendance requirements, with little consideration for existing arrangements or personal circumstances. This top-down approach feels particularly tone-deaf given the lessons we should have learned about workplace flexibility over the past few years.
Looking ahead, I suspect we’ll see this situation evolve further. Smart companies that maintain flexible arrangements will likely attract and retain top talent, while those enforcing rigid attendance policies might find themselves dealing with increased turnover and recruitment challenges. The companies that thrive will be those that focus on outcomes rather than attendance.
Right now, the job market might be giving employers more leverage to make these demands, but markets are cyclical. When the pendulum swings back – and it will – companies that maintained trust and flexibility with their employees will find themselves in a much stronger position.
For now, my heart goes out to those facing difficult choices about long commutes and changing work arrangements. These policies affect real people with real lives, and it’s disappointing to see so many companies seemingly forgetting the human element in their rush back to “business as usual.”