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So your boss wants you to be in the office more? If this makes you anxious, you’re not alone.
Tensions associated with returning to work are more than just resistance to change. They reflect deeper questions about how different people work best and what modern organizations really need to succeed.
After the COVID-19 pandemic, reinstatement rates stabilized around June 2023 and have not changed much since then.
In Australia, 36% of Australians home work Regularly working from home in August 2024 and 37% in 2023. This is a dramatic shift from pre-pandemic levels, when just 5% of Australians worked from home regularly.
In Europe and North America, about 30% of employees now work on hybrid schedules, with 8% working fully remotely.
Yet tensions remain. Many employers are working to bring workers back in person, while unions are pushing back. The Australian Services Union recently called for work-from-home arrangements to be assumed and 26 weeks’ notice given before employees return to the office.
Meanwhile, the Victorian government plans to introduce laws giving employees the legal right to work from home two days a week.
Workers tend to prefer hybrid models
Research on remote and hybrid work models reveals benefits and challenges.
Mixed work can increase productivityimprove work-life balance and reduce employee turnover.
A 2024 randomized controlled trial found that hybrid work arrangements reduced resignation rates by 33%. There are particular benefits for women, non-managerial staff and employees who commute long distances.
Research tracking individuals productivity found that fully remote working resulted in a 10% drop in productivity. However, hybrid working appears to have “no impact” on productivity.
Employees generally prefer a hybrid model, and many are willing to take a pay cut with the remote work option.
It’s good to spend some time in the office
There are benefits to meeting colleagues face-to-face.
We learn more naturally in social settings. We acquire knowledge informally through observation, spontaneous questions, and overheard conversations.
The social connections that are easier to form face-to-face contribute significantly to improved employee retention and satisfaction.
Collaboration and innovation also tend to work better face-to-face.
Some things are difficult to replicate in a virtual environment. The spontaneity of brainstorming, nuanced communication through body language, and the collective energy of problem-solving are hard to achieve online.
Being able to work from home can improve inclusion
Parents, carers and people with disabilities benefit from the flexibility to manage responsibilities while remaining productive.
Recent research shows that flexible working practices are important for neurodivergent employees. This includes people with autism and attention deficit hyperactivity disorder (ADHD).
Neurodivergent workers make up a large proportion of the Australian workforce: by 2024, this proportion will reach 12%. In the United States, 20% of adults have learning or attention problems.
For bifurcated employees, working from home provides much-needed sensory control and daily flexibility. This includes adjusting lighting to reduce burden, controlling noise levels and taking breaks when needed. It also avoids the social exhaustion caused by constant office interactions.
Loneliness is also a workplace problem
Lonely is a huge concern for both remote and on-site workers.
A survey of 7,500 American workers found that more than half feel lonely. About 36% of lonely workers are more likely to look for work elsewhere, compared with 20% of non-lonely workers. Additionally, 42% of lonely employees report a lack of engagement. That’s double the number of workers surveyed who were not lonely.
Early research from 2024 found that one in five workers globally has experienced Lonely There were a lot the day before.
Loneliness is particularly pronounced among younger workers, with 46% of workers aged 18-24 feeling ignored.
Loneliness affects business performance and individuals. Loneliness in the workplace can lead to decreased engagement, reduced commitment, and increased turnover.
Managers can address loneliness in the workplace by fostering a culture of well-being, creating opportunities to build relationships, increasing support and practicing inclusive decision-making.
How can employers help anxious employees return to the office?
Know that employees may be anxious about returning to the office, so allow them to relax. Gradual transitions have proven to be more effective than sudden changes, perhaps starting with one day a week and gradually increasing from there.
Being prepared is critical to supporting a diverse workforce. This should include clear communication about hybrid expectations, flexibility where possible, and recognition that transitions will take time.
About the author
Libby (Elizabeth) Sander is Director of the MBA and Associate Professor of Organizational Behavior at Bond Business School, Bond University.
This article is republished from The Conversation under a Creative Commons license. read Original article.
Paying attention to the physical work environment is critical. Creating an inclusive office environment means considering lighting, noise levels, and providing spaces where employees can work without visual and auditory distractions.
Regular check-ins with returning employees, being open to feedback, and maintaining flexibility in work arrangements can significantly ease the transition.
Finally, remember that forcing a return can be counterproductive, causing more anxiety than engagement.
Create policies that allow employees to thrive
Evidence shows that no one approach works for everyone. Some people truly thrive in collaborative office environments, while others do their best work from home.
Numerous studies show that most employees benefit from a hybrid model that maximizes collaboration and individual productivity while supporting diverse work styles.
Organizations need to adopt evidence-based practices and personal flexibility to get the best out of their employees. Success depends on recognizing that workplace anxiety, loneliness and productivity are complex issues that require a personalized approach.
Whether you’re an employee worried about office returns or a manager supporting your team, aim to create an environment where everyone can contribute effectively while maintaining a sense of well-being.
As the workplace continues to evolve, the most successful organizations will be those that remain flexible, listen to the needs of diverse employees, and make adjustments based on evidence rather than personal preferences or assumptions about what works best.