The Hidden Costs of Returning to the Office
As companies increasingly abandon remote work in favor of in-office models, employees are feeling the strain. A recent survey reveals that the number of primarily remote roles has been cut in half, with many organizations citing improved connection and culture as the reason for the shift. But our research tells a different story.
The Dark Side of RTO
We surveyed 1,400 full-time U.S. employees who were mandated to return to in-office work and found that they experienced higher burnout, stress, and turnover intentions. They also reported lower trust in their organization, engagement, and productivity levels. It’s clear that returning to an office can be a major disruption to one’s routine, foundational work, and overall life experience.
The Benefits of In-Person Interaction
While there are benefits to working in person, such as increased life satisfaction and social connectedness, poorly communicated and implemented return-to-office mandates can breed resentment towards employers. Resentful employees are less likely to bring their authentic selves to the workplace and invest in those around them.
The Commute Conundrum
The most challenging aspect of returning to the office is the commute, which can lead to higher stress and anger levels. But it’s not just the commute that’s the problem – employees also struggle with the loss of flexibility to switch between work and home tasks, making it difficult to balance their personal and professional lives.
The Financial Burden
Returning to the office also represents a significant financial burden for employees, with the average employee spending $561 per month on transportation, additional child and pet care, and domestic assistance. This is comparable to the average two-person household’s grocery bill in the U.S. for the entire month.
Making the Most of RTO
So what can you do if your employer mandates your return-to-office? First, focus on maximizing the benefits of this life change, including the opportunity to deepen your relationships and collaborate more with your coworkers. Take advantage of the hybrid work model to connect with the people who are physically there as much as possible. Second, consider if returning to the office represents an opportunity for better work-life balance. Finally, ask for what you need to thrive while returning to the office, whether that’s a late start, better commuter benefits, or a coach to support you through the transition.
A Call to Action
Return-to-office mandates can have a significant impact on employees, but it’s never wrong to ask for what you need. By prioritizing empathy, sensitivity, and humanity, organizations can create a more supportive and inclusive work environment that benefits everyone involved.
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