In workforce and HR circles, one of the main events of 2023 so far has been the return-to-office (RTO) debate – and specifically the opposing viewpoints of those who want to remain remote and those who yearn to be in the office again.
Last year, it seemed like most companies had settled into harmonious hybrid work arrangements, with many mandating that office-based employees report to physical locations one to two days per week. But recently, a growing number of organizations, including Apple and Starbucks, are walking back remote-work policies. And new Congressional legislation aims to decrease telework options for federal workers in the U.S.
Some employees aren’t accepting the changes. SHRM reports that weeks after Disney CEO Bob Iger said he would require corporate employees to return to the office four days a week, 2,300 of them signed a petition asking him to reconsider the policy.
Through companies like Apple, Starbucks, and Disney, we see the pro return-to-office perspective. But it’s clearly not the only point of view. Let’s summarize the main points of each argument in the return-to-office debate.
The pro-office point of view
In his memo to employees, Disney’s Iger stated that “creativity is the heart and soul of who we are and what we do at Disney. In a creative business like ours, nothing can replace the ability to connect, observe, and create with peers that comes from being physically together, nor the opportunity to grow professionally by learning from leaders and mentors."
Humans are social creatures who bond with one another and often ideate more effectively in a team context. This is why many leaders want people back in the office.
Then there are the financial realities – at least for organizations based in the U.S. As Bloomberg recently reported, U.S. cities and states grant billions in tax incentives to companies who open offices in their areas. These agreements often include an expectation that companies will deliver something in return: full-time jobs, done primarily on-site. These new jobs bring new payroll and tax revenues— but not if they’re performed remotely. Naturally, leaders don’t want to jeopardize these lucrative incentives.
For the pro-remote point of view, check out the rest of the article on the Ceridian blog!