As more organisations enforce and mandate return to the office policies, more employees are resisting, resenting, and rethinking if this is the employer for them. With the workforce having given so much and adapting so fast to the changing demands the pandemic brought, there appears to be a strong oversight on what has shifted since this time. From higher living and commuting costs to companies hiring talent more flexibly based on skills rather than location. All these factors now make it far less practical and far more costly for your colleagues to come together without a tangible benefit. Let's explore this a little further. Talent Isn’t Local Anymore Not too long ago, companies hired locally because that was the main way teams could collaborate and work together. Now it's hard to imagine a world without Microsoft Teams, Zoom and the likes. But the pandemic flipped the script, showing us that talent could be hired and thrive from anywhere - whether they were in New York, New Delhi, or nestled in a quiet location in the New Forest. The talent pool has become global, allowing organisations to find niche skills without relying on a single market. So, if your team is scattered across the country or in different time zones, does it really make sense to drag everyone back to the office? Ponder this:  Are we hiring for talent or proximity? The High Cost of “Team Bonding” in the Office In theory, hybrid work sounds great. Who wouldn't like some in-person time to connect, plus the freedom to work remotely around other life demands. But here’s the catch: when teams are geographically dispersed, mandating office days becomes personally expensive and cumbersome. Expecting everyone in for a few days here and there isn’t cheap, and let’s face it, many organisations haven't redesigned what they expect from this in-person time for it to be worth the extended commute and the pricey Pret. Ponder this:  Are your “in-office” policies actually making it easier for teams to work together, or just making the office rental cost feel more palatable? The True Value of Flexibility (It’s Not Just About Avoiding the Commute) Employees rallied during the pandemic, adapting their homes, routines, and lives to keep companies afloat. This forced flexibility allowed them to find a better work-life balance with less time commuting, more time with family, and, yes, an extra hour of sleep here and there. For many, it even meant affordable living outside city centers and getting onto the property ladder. By enforcing mandatory office days, companies unnecessarily risk dismantling the inclusive and valued benefits this new way of working affords, which could lead to attrition, disengagement and even higher levels of burnout. Let us not forget that a reduced commute has sometimes led to employees providing even more hours to their employers. Ponder this:  Are mandated office days about productivity or presenteeism? The Risk of Outdated Office Norms Bringing people back into the office might feel comforting to leadership, but to employees who’ve sampled remote work’s flexibility, it feels unjustified, outdated and unnecessary. A sweeping, one-size-fits-all approach to hybrid work is likely to miss the mark. Especially when teams are spread out and accommodating unique circumstances can lead to higher individual and team performance. Companies need to be intentional, bringing people together with purpose rather than on a blanket schedule. Equal policies are not always equitable, Final Ponder:  In a world that’s learned to work from anywhere, why are we still clinging to the idea of “being in the office”? So, What’s the Better Way Forward? The companies that get hybrid working right will be the ones who listen to what works for their teams and is forward thinking in the experience they want to create. If you’re going to bring people together, make it meaningful and be clear on the purpose for doing so. Don’t just mandate office days because it feels “like the right thing to do.” Ask yourself if it actually adds value to the team, the individual and the organisation. The future of work is flexible and trust-driven. Let’s make sure our policies reflect that, rather than forcing employees back into a system that was designed for a different time. Credits Author: Rob Anderton Editorial: OpenAI. (2024).  ChatGPT 4o [Large language model].  https://chat.openai.com/chat Images: OpenAI. (2024).  ChatGPT 4o [Large language model].  https://chat.openai.com/chat