Annoying reason bosses are actually pushing for an end to WFH

The real reason so many employers are ordering their staff back into the office full time has been revealed – and it has nothing to do with productivity.

It is a tumultuous time for remote and hybrid workers, particularly those that were used to coming into the office five days a week prior to the Covid pandemic.

As an increasing number of major companies announce new return-to-office mandates, many employees are wondering whether they will be next on the anti-WFH chopping block, resulting in the disappearance of the flexibility and healthy work-life balance working from home has allowed them to cultivate.

“Productivity, “collaboration” and “togetherness” are among the reasons we have seen companies continually spouting when justifying a full-time return to the office.

However, one expert believes these justifications don’t represent the real reason so many bosses are scrambling for an end to working from home.

Behavioural expert Scott Taylor believes that the push for workers to return to offices often reveals more about managers’ skills – or lack thereof – than employee productivity.

He argues that those forcing a return to office are often “bad managers” who lack leadership and communication skills, with the issue rarely being “lazy workers” or productivity issues.

Scott Taylor, founder and CEO of Praesidium Risk and Resilience. Picture: Supplied

“When a manager says, ‘I need you to come back to the office,’ what they’re really saying is, ‘I lack the ability to work with you remotely.’ It reflects their skills, not your productivity,” he said.

“When working from home, managers seem more worried about ergonomic chairs and cybersecurity than what really matters. We’ve skipped the basics: influence, impact, and connection. All of these come through effective communication.”

Mr Taylor is the founder and CEO of Praesidium Risk and Resilience, which provides training and support for leading corporations across the world.

Speaking to news.com.au, the CEO advised any employers considering forcing their staff back into the office on a full-time or increased basis to really think carefully about why they are making that decision.

“Self-reflection is a very powerful tool, and there is a lot of merit in working through the pros and cons of the hybrid model rather than making rash decisions,” he said.

“Genuine productivity concerns should be measurable and specific. If remote work has indeed impacted business outcomes, there should be concrete evidence: missed deadlines, declining sales, or diminished client satisfaction.

“Without such tangible indicators to support the push to return to the office, there will likely be a lack of ability to connect and motivate employees.”

Mr Taylor said the path forward isn’t about choosing between extremes, but instead is about finding a “middle ground” that serves both the organisational needs and employee preferences.

It comes as Australian workers are increasingly showing their disdain for strict return-to-office mandates, with new research from SEEK revealing over 50 per cent of Aussies working in hybrid roles would be less likely to apply for a job that required you to be in the office five days a week.

The majority of the more than 430 hybrid workers surveyed claimed the most ideal split involves spending 40 per cent of the week working remotely, with the next most popular option being spending 60 per cent of the work week at home.

It is clear that Aussies aren’t willing to completely give up flexible working arrangements, with ‘work from home’ being the most searched keyword on the job listing platform in the last 30 days.

While the majority of those surveyed were reluctant to return to the office full time, there were certain perks that could convince them, with the top being a salary increase (72 per cent), followed by free lunch or meals (42 per cent) or a paid/covered commute (41 per cent).

An increasing number of companies are forcing employees back into the office five days a week. Picture: iStock

For workers who have found themselves in a position where their boss is demanding they return to the office full time when they want to remain hybrid, Mr Taylor suggests approaching the conversation as an opportunity for collaborative problem-solving rather than a confrontation.

“You need to be open and respectful, not demanding. The most successful discussions begin with a genuine acknowledgment of leadership’s concerns about team cohesion and workplace culture,” he said.

“A thoughtful opening might sound like, ‘I appreciate the value of in-person collaboration and I can understand that it’s a different approach to working and our current systems may need to be tweaked to enhance the effectiveness of our communications and reporting. We have a great working dynamic so I’m confident we can do that together but I have a few initial ideas I’d like to run by you’.

“Don’t just push for remaining to work at home without being part of the solution.”

Mr Taylor said employees should also be prepared with concrete examples of their remote work success, such as completed projects, client satisfaction metrics or innovative solutions to communication challenges.

“By presenting tangible evidence of productivity alongside practical suggestions for hybrid arrangements, employees demonstrate their commitment to both personal and organisational success,” he said.

Originally published as Annoying reason bosses are actually pushing for an end to WFH