Once upon a time, in a pre-pandemic world, there was a crystal clear delineation between my work life and my home life. I cherished that separation, eagerly adjusting the volume on my car stereo and immersing myself into the latest podcast or audiobook as I commuted to and from the office. This ritual served as a transition, a shift from one realm to another.

Fast forward to March 2020, the beginning of the Covid lockdowns. As I scrawled, “See everyone soon! Stay Safe!” on my constantly falling office whiteboard, little did I know that it would be two years before I saw it again. And why was that? My office began a voyage, moving from a cubicle to a folding table in my home, much to my initial annoyance.

Since then, my wife and I bought a house, and I’ve had the luxury to design a dedicated workspace. My morning commute has now been reduced to a simple saunter across the house, with an energy drink (or coffee, when I’m feeling fancy) in hand to kickstart the day. No more need for headphones – my soundtrack fills the office, reverberating off the shelves filled with reference books on coding, analysis, and information security. My desk adjusts to my preferred height, my lighting offers soothing ambiance instead of strain, and my ultrawide monitor facilitates multitasking.

The benefits are tangible, but the most remarkable among them is the boost in my productivity. Free from the inevitable distractions and interruptions of an office environment, I can concentrate solely on my work. And without the burden of a 45-minute commute bookending my day, I’m more inclined to clock in additional hours. This level of comfort and convenience completely eclipses my previous office-bound existence, much to the disbelief of my past self.

As more and more companies begin to demand employees return to physical offices, I can’t help but ask: Why revert to the old ways when the new ways offer so many advantages? Especially when many of us work for global companies, where most of our interactions are digital anyway.

Let me be clear – While I clearly acknowledge my personal preference, this article isn’t intended to dismiss the merits of in-person work. Some jobs demand physical presence, and in situations where security is paramount, onsite work is the only option. However, this discussion is about providing a choice. In this post-pandemic world, isn’t it time we reevaluate what our work environment can be? After all, isn’t the goal to work effectively, not merely to be present in an office?

Jeff

The Upsides of Remote Work – Beyond The Obvious

First and foremost, let’s acknowledge the most obvious benefit of remote work: No commute. As someone who used to spend almost an hour driving each way, the absence of a required commute time was like being handed back two hours of my day on a silver platter. But let’s move beyond the obvious and dig into the deeper advantages of remote work.

Enhanced Productivity: Without the constant interruptions and chatter of a typical office environment, many workers find that they can concentrate more effectively. You have control over your environment: noise level, temperature, lighting, all tailored to your liking. With this newfound control, productivity often skyrockets.

Work-Life Balance: Telecommuting offers flexibility that in-person jobs rarely can. Need to step away for a doctor’s appointment or to pick up the kids from school? No problem. Want to throw a load of laundry in between meetings or on break? Go for it. Remote work allows you to weave together your professional and personal responsibilities in a way that can lead to a more satisfying, less stressful life.

Tailored Workspaces: With the transition to remote work, we’ve been able to personalize our workspaces to suit our individual needs and preferences. Standing desk? Sure. An ergonomic chair that doesn’t make your back scream in protest? Absolutely. With a home office, you’re not limited to the constraints of corporate cubicles.

Environmental Impact: Less commuting equals less carbon emissions, plain and simple. Even if you aren’t the most eco-minded individual, it’s hard to ignore the positive environmental impact that could be achieved if a significant percentage of the workforce continued to work remotely.

Diversity and Inclusion: Remote work opens up possibilities for people who may have been limited by geography or physical ability. Now, companies can source talent from anywhere, leading to a more diverse and inclusive workforce.

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Remember, this list is by no means exhaustive. Remote work has been a game-changer for many, and as we continue to adapt and evolve in this post-pandemic world, it’s important to remember that old ways aren’t always the best ways, but the new ways aren’t always the best ways either.

The Power of Presence – In Defense of the Office

While I am clearly a firm advocate for the value of remote work when possible, effective, and preferred, I can’t deny the benefits that come with sharing a physical workspace (the actual space, not the popular TV show – which, incidentally, was excellent and requires no defense). Here are a few to consider:

Direct Communication: Even as technology advances, it isn’t yet a perfect substitute for face-to-face interaction. In-person discussions can sometimes be more productive, as nuances of expression and intent can be lost in digital communication, even in video conference calls.

Instant Collaboration: The spontaneous collaboration that happens when you bump into a colleague in the hallway or over lunch can lead to creative problem-solving and innovative ideas. Such unplanned interactions are challenging to replicate in a remote work environment where initiating a chat on Teams or Slack, or sending an email, is a deliberate act rather than a happy coincidence.

Cultural Cohesion: An office space can foster a shared identity, a sense of belonging, and a company culture that can be hard to cultivate in a virtual environment, where individualism and customization naturally take center stage.

Learning and Mentoring: For new employees or those just starting their careers, in-person work allows for on-the-job learning and direct mentorship that can be crucial for professional growth. Remote environments can also foster learning, but doing so effectively requires a more deliberate approach and active intent.

Roles That Require Physical Presence: Some jobs simply can’t be done remotely, or can be done, but not as effectively. Jobs such as sales positions that rely on face-to-face client meetings, physical roles that require actual manual work (like in warehouses, retail, or construction), or positions requiring specialized equipment or secure environments are just a few examples.

It’s important to note, while acknowledging these benefits, that not all workers reap them equally. For some, the office is a hub of collaboration and growth. For others, it’s a source of constant distraction and unnecessary pressure. There’s nothing quite like being an hour into debugging a tricky Python program, feeling the solution is just within your grasp, when someone strolls in with a friendly hello, completely derailing your train of thought. The crucial point here is that both modes of work have their strengths and weaknesses, and the best choice often depends on the individual’s role and personal work style.

The Siren’s Call: Why Are Companies Beckoning Workers Back?

In the wake of the Covid-19 pandemic, and especially over the last few months, we’ve seen a growing trend of companies calling their employees back to the office, a reversal of the remote work policies adopted during the height of the Covid lockdowns. The reasons behind this push are multifaceted and complex, varying from company to company, and even from manager to manager within the same organization. Beyond that, the potential reasons that are being perceived by workers are just as varied. Is it an issue of control? An attempt to justify costly real estate investments? Or is it driven by concerns about productivity, company culture, or even trust?

To better understand this trend, let’s take a closer look at some of the potential reasons (and suspicions about) why some employers might be keen to have their teams back in the physical workplace. Again, these are generalizations and won’t apply universally, but they can provide some insight into the current push to return to office-based work, and how those pushes are being perceived by the impacted workforce.

The Need for Control: Some managers might feel they have less control or influence when their team members are scattered across different locations, and they can’t physically see them at work. This could stem from actual observed performance declines just as easily as an outdated mindset that associates productivity with the physical presence in the office. In reality, research suggests that remote workers can be as productive, if not more so, than their office-bound colleagues, but the shocking headlines about employee deception are great at grabbing attention while a potential reader scrolls their news feed, and changing deeply ingrained beliefs can be a slow process.

Commercial Real Estate Investments: For companies that have invested significantly in office spaces, there’s a monetary incentive to get people back into those spaces. It’s not just about the cost of the building lease itself, but also about the money spent on utilities, office supplies, and other associated expenses. Regardless of the utilization, much of those expenses are going to be there either way.

Employee Monitoring: Unfortunately, there have been instances where a small number of employees have abused the freedom that comes with remote work. Whether that be by disappearing in the middle of the day, constant claims of technical issues preventing work from getting done, or even the few people that have been brave enough to be working two full time jobs (how? I still don’t even understand how that’s possible with any level of success) without letting either of them know. These few bad apples have sown seeds of doubt in some employers’ minds, leading them to believe that they need to keep a closer eye on their employees.

Fostering Culture and Collaboration: As mentioned earlier, some believe that in-person work fosters better collaboration and a more cohesive company culture. There’s a sense that remote work could lead to an erosion of company culture and values, especially for organizations where the workplace culture was a significant part of the identity.

Lack of Trust: Lastly, some managers simply do not trust their employees to work effectively from home, or fear that over time, remote work could lead to a decrease in employee commitment and work ethic. Again, while there is evidence to the contrary, deeply ingrained attitudes and beliefs can be slow to change.

These are just a few possible explanations, and it’s essential to remember that they won’t apply universally. For every manager clinging to outdated beliefs, there’s another who is enthusiastically embracing the flexibility and potential of remote work. For every company struggling to justify their expensive office space, there’s another that’s happily downsizing to a more flexible, hybrid or remote work model. And for every employee keen to return to the office, there’s another who is thriving in their home workspace.

The key takeaway here? As with so many things in life, I don’t think there’s going to be a one-size-fits-all answer and think the best approach will often depend on a variety of factors, including individual preferences, the nature of the work, and the company’s culture and values.

Embracing Choice: Remote Work Doesn’t ONLY Benefit the Employees

In the fast-paced world of business, flexibility and adaptation are often key to success. The pandemic has demonstrated that work can continue, and often thrive, outside the traditional office structure. This revelation presents us with an opportunity to redefine what “normal” work looks like and embrace the advantages that remote work offers. Here are a few key benefits that companies could enjoy by accepting remote work:

Diversified Talent Pool: When location is no longer a barrier to employment, companies have access to a broader talent pool. They can hire the best person for the job, regardless of where that individual is based. This could lead to a more diverse and skilled workforce that brings a wider range of perspectives and ideas.

Reduced Overhead Costs: By shifting to remote work, companies can save on real estate costs, utilities, office supplies, and more. These savings could be channeled into other areas of the business, such as employee development or research and innovation.

Increased Employee Satisfaction and Retention: Many workers have found that they prefer remote work due to the flexibility and work-life balance it offers. By allowing employees to work in the manner that best suits them, companies can boost job satisfaction, improve morale, and potentially increase retention.

Improved Productivity: Various studies have shown that remote workers are often more productive than their office-based counterparts. This is likely due to reduced distractions, less commuting stress, and greater autonomy.

Environmental Impact: Remote work can contribute to a reduction in greenhouse gas emissions by eliminating daily commutes. While I’m aware that (somehow), even bringing up climate change and the need for sustainability can be divisive, I believe that these small wins can be stepping stones towards a more sustainable future.

Companies that adopt a flexible approach to work location, recognizing the value of both in-person and remote work, could be better positioned to attract and retain top talent, innovate, and thrive in the post-pandemic world. Allowing employees to choose the work style that best suits them is not just an employee perk – it can be a strategically brilliant business move.

Advocacy and Negotiation: Making Your Case for Remote Work

Now that I’ve made an honest attempt at presenting both sides, I feel it’s important to recognize that you, as an employee, have a voice in the conversation about where and how you work best. If you prefer remote work and your role does not inherently require a physical presence, it might be worth making a case for it. Here are some pointers on how to advocate for remote work effectively:

Document Your Productivity: If you’re more productive when working from home, make a point of tracking and documenting this productivity. Having concrete examples and data can help strengthen your case. For instance, you can compare the amount of work done during a similar time frame in the office and at home.

Emphasize the Benefits to the Employer: In addition to your personal benefits, be sure to highlight how your remote work can benefit your employer. This could be in the form of reduced costs for the company, or your increased availability due to the lack of a commute.

Discuss Communication and Collaboration: Address potential concerns about communication and collaboration in a remote setting. Present your strategies for staying connected and collaborative with your team, using all the digital tools at your disposal.

Suggest a Trial Period: If your employer is hesitant, propose a trial period where you work remotely part-time or full-time. This would allow both you and your employer to evaluate how well remote work actually works for your role.

Be Open to Compromise: You might not get the full remote work arrangement you want, but even a few days of remote work per week can make a significant difference. Be open to compromise and gradually building up to more remote work.

Remember, this conversation isn’t about challenging your employer or putting yourself before the company, but about finding the best way for you to contribute to your team and organization (comfort, convenience, and personalization can make a huge difference in productivity – just ask any software developer about their keyboard). By opening a respectful dialogue about remote work, you’re not just advocating for your personal preferences – you’re actively engaging in shaping the future of work.

The Future is Flexible: Embracing New Modes of Work

As we move further into the post-pandemic world, it’s clear that our ways of working have been irrevocably altered. While some herald a full return to the office as a return to normalcy, others, like myself, see the value and potential in embracing remote work, where applicable, as a standard rather than an exception.

The heart of the matter is choice – the choice to work in a manner that aligns with our individual productivity, mental health, and work-life balance. Yes, there are roles and situations where physical presence is required or advantageous, and this shouldn’t be downplayed. But where remote work is feasible, and where it enhances an employee’s ability to perform, it should be considered a viable, even preferable, option.

The sudden, forced transition to remote work during the pandemic wasn’t without its challenges. Many of us found ourselves scrambling to carve out a workspace at home, juggling family responsibilities alongside work obligations, and struggling with feelings of isolation. But we also discovered new ways of collaborating, learned how to draw boundaries between work and home, and found, to our surprise, that we could be just as, if not more, productive outside of the office.

In pushing for a return to the office, we risk discarding the lessons learned from this grand experiment in remote work. We risk sacrificing the progress we’ve made in transforming the workplace into a more flexible, inclusive, and human-friendly space.

Instead, let’s use this period of transition to reimagine the workplace. Let’s champion a work culture that values results over face time, that acknowledges the diverse needs and circumstances of its employees, and that isn’t afraid to redefine what “normal” looks like.

In the end, whether we’re team office, team home, or somewhere in between, we all want the same thing – to do our best work, in the best way we can. And that’s a goal worth working towards, no matter where we’re logged in from.