Workplace Concerns Revisited: Remotely or from the Office? What Impacts Your Culture Most?
This is the first “revisit” article in a series. We’re reexamining important conversations that took place during the pandemic. Where are we today regarding the hottest issues at work between January 2020 and May 2023? I wrote and published this article in June 2021 and revised it to reflect today’s concerns.
The COVID-19 pandemic changed life as we knew it. Gone were the days of employee bonding and comradery that could only happen when we had the pleasure (and pain) of seeing one another face-to-face, day after day, in the office. Let’s face it: some employees appreciated the break from the stressors of daily in-person interactions, while others, as Radclyffe Hall would say, drowned in a well of loneliness.
I recently read a New York Times article titled, “Amazon Tells Corporate Workers to Be Back in the Office 5 Days a Week”. The firestorm resulting from this mandate makes it clear that the issue is as “hot” today as it was during the height of the pandemic. Speaking as a workplace culture consultant, the subject of remote vs. hybrid vs. full-time office work fosters an important conversation that matters for most employees.
Many companies are following in Amazon’s footsteps, as reports emerge of industry giants such as Goldman Sachs, Meta, Google, and even ZOOM, requiring employees to be in the office at least a few days per week. Deciding where people should work is a complex matter that requires organizations to consider strategic imperatives, long-term day-to-day work performance, relationship building, cross-functional collaboration, and decision-making. Of utmost concern is how crucial people-related functions, such as talent acquisition, onboarding, performance management, and traditional teamwork, will be affected. With all these factors to take into account, how will workplace culture be impacted?
What’s Culture Got to Do with It?
Defining the “perfect culture” brings another classic reference to mind, “it’s hard to describe, but you know it when you see it.” Work isn’t just about going to the office to complete your tasks; it’s also about forming relationships and connections that build a community. A strong work culture promotes engagement and improves performance as employees interact with and learn more about what motivates one another to work the way they do. A company’s culture can significantly influence a person’s decision to work there instead of with a competitor and contributes to why current employees choose to stay or leave. Beyond employee experience, culture is foundational to a company’s image, reputation and legacy. Ultimately, culture is like a fine, ethereal mist that is sometimes imperceptible but coats everything.
During the pandemic, work transitioned to a "business on the top, casual wear on the bottom" experience for those privileged enough to fully contribute from home. This proved that working remotely can allow work to occur successfully. Additionally, there are meaningful benefits:
● Better work-life balance: Working remotely offers flexibility; people can choose when to work, plan meetings accordingly, avoid commute time, and better manage the demands of their personal lives, including raising children, caring for others, self-care, etc.
● Improved well-being: Working remotely can reduce work-related stress, allowing people to focus on their physical and mental health.
● Reduced costs for businesses and employees: The reduced overhead costs of not having to support employees in a brick-and-mortar space, coupled with reduced travel and expense costs, make a significant and seductive profit-and-loss impact for many companies. However, it has been widely reported that companies that hold long-term leases for underutilized buildings may incur significant operating costs that tax the bottom line.
For employees, spending less on transportation, professional wardrobes, lunches, and other expenses may boost cash flow, which can be directed to other obligations.
● It’s popular: As we’ve seen from the employee backlash to in-office mandates, employees generally prefer to work from home. Although sentiments about the desire to work remotely vary, strong support for these arrangements persists.
Conversely, a distributed workforce, where most work occurs outside the office, is not necessarily “all good.” Some important factors are neglected.
At the risk of annoying people who, like me, enjoy the remote work experience (full disclosure: I’ve worked remotely for many years), there can be significant tradeoffs, including productivity, employee experience, and other cultural impacts to consider. At Progressive Discoveries, we have conversations that matter with employees from the C-Suite to the front line. Because of this, we know that remote work has deficits:
● Purpose Breakdown: Working together in the same space allows leaders and teams to routinely reinforce the company’s “raison d'être.” This happens in various ways, some superfluous (the birthday celebration) and others essential (state of enterprise updates), but all are significant determinants and measures of company culture. Further, reinforcing the company’s mission, vision, values and purpose happens more organically through in-person interactions. Using video formats to communicate may result in this focus being sacrificed due to time constraints and the need to get down to business.
● Minimized relationship building and teamwork: Remote arrangements may miss the "social function" of work. Research supports that in-person interactions result in stronger cooperation, commitment, understanding and support between coworkers.
● Increased conflict: Remote work may cause team communication breakdowns, leading to conflict, even when using video conferences, phone calls, and emails. Body language cannot accurately be conveyed through these formats and is often misinterpreted. Similarly, working remotely does not create the casual rapport that occurs when popping into a coworker’s office to ask a quick question or to catch up. Individuals and teams are less inclined to interact in this manner remotely, resulting in lower camaraderie and trust.
● Challenging Landscape for New Employees: Often, employees begin new jobs by meeting their managers and co-workers through impersonal video conferences rather than face-to-face. It takes real creativity and a comprehensive plan to create an immediate welcome and a sense of belonging through this medium. How does “ramp up” happen minus a well-crafted strategy? What about performance management after the first three months for a new employee struggling in their role? What happens when the same employee has a manager who is uncomfortable coaching someone they’ve never met in person? For new employees, the “Welcome to the Team!” emails and a company mug sent through the mail may not be enough to result in the new employee experiencing the same feelings of belonging and inclusion that long-term employees enjoy.
● Burnout: Are employees working from home or living at work? While working remotely, employees may feel they need to always be available, which can blur the lines between work and home life, leading to burnout and added stress.
So, Which is It? Work Remotely or from the Office?
This is both the question and the answer, as many companies take a hybrid approach. At Progressive Discoveries, we recognize that this is a complex issue with many perspectives to consider. As in life, every decision has advantages and disadvantages, and there are always tradeoffs. Why is it never easy?
Ultimately, all companies want to keep their employees motivated to produce their best work, have a fulfilling work experience, and remain with the company for a long time. How will this happen as hybrid and remote work continues?
Our position is that today, employee engagement is in flux. Engagement factors depend partly on individual traits and partly on organizational requirements. Certain employees are highly motivated by working remotely in an environment with limited interruption and the ability to focus. In contrast, others are energized by interaction and the energy derived from being in the office. Some employees are a combination of both, liking, at times, to be in-person and, in others, to work independently, which is more easily accomplished remotely.
At Progressive Discoveries, we believe evaluating how various working arrangements impact your work culture is essential. How people are motivated and how relationships evolve is another significant factor. Prolonged, fully remote work arrangements may lead to a loss of cohesion, connection, collaboration, and trust. Over time, the culture the organization has worked hard to establish can erode. Employees may need face-to-face interactions to feel heard, and leaders may need them to nurture relationships. In turn, these relationships reinforce and grow a culture that promotes allegiance amongst people and to the company.
Progressive Discoveries has conversations that matter with organizations seeking to create inclusive workplace cultures that leaders want and employees love. We understand that trusting relationships fuel progress at work. We offer solutions to increase relationship intelligence and grow Diversity, Equity, Inclusion and Belonging with no shame and no blame.
We’ve learned a lot from listening to employees, and so can you. Let’s talk about it. Contact us to learn more!
Yours In Service,
Janet Williams
CEO/Founder Progressive Discoveries
Connect with me on LinkedIn
www.progressivediscoveries.com
