Returning to Work(places)

Seems like the push is ramping up.

Starting in 2025, Amazon will require employees to work in person, in their office, at their assigned desk.

I’ve been watching this trend for a while. A handful of my clients have shifted to fully remote companies since the pandemic, but most have settled into hybrids. Some have kept an office building with no mandates, saying employees can come in if they want. Others have a day each month when everyone assembles. Most have weekly expectations, requiring one or two days in person. 

That’s a lot more flexibility than would have been imaginable in 2019. But it has caused anxiety for some.

Newer and younger employees, especially those who entered the workforce with remote work as a norm, experience the “return to work” as a new demand—a loss of a benefit they expected. 

That may sound a little entitled to those of us who have seen expectations relax in so many ways in the last decade. But there are tension points worth naming if you are considering a policy change. 

As I wrote about last year, working remotely can increase inclusion by removing barriers that marginalize people. Working parents gain more access, for instance. People who experience microaggressions based on their appearance, mannerisms, or cultural norms find less friction in their workday. 

But those very same people may be put at a disadvantage by working at home. They may be more likely to be left out of the social connections and relationships that—unfairly—lead to more mentorship, assignments, and promotions. 

So there’s an upside to returning: you can more naturally make the personal connections that glue a culture together. But the expectations have to be clear. If you go into work and end up on Zoom meetings with your remote colleagues all day—or if your manager is never there—you’d be justifiably annoyed.

Remote work requires managers to put in more effort and intentionality to make sure everyone has what they need to develop professionally. 

Thoughtful compromises that meet the needs of the individuals and the roles they play seem like the way to go. I’m a big fan of the weekly “anchor day”—be there at the same time as others from your team or department. 

But mandating a full return to work? I don’t know about that. I’ve worked virtually for over 20 years. I am productive and it makes my life a lot easier. I can see why folks would prefer it.