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Viewpoint - Bob Gershberg - August 2023

Return to Office or Not? by Bob Gershberg, CEO/Managing Partner, Wray Executive Search Zoom, the pandemic darling that helped fuel the remote work revolution in 2020 and professed a “forever” remote work policy has asked some of its employees to return to the office two days a week. Salesforce CEO Marc Benioff, who stated “office mandates were never going to work”, now requires employees with customer-facing roles to be in an office four days a week. Other firms that profited from remote work have also shifted gears. DocuSign has brought back 70% of its workforce with a hybrid arrangement. Peloton has asked its employees to come into an office three days a week. Top 10 Return to the Office Statistics and Facts to Know in 2023

  1. 61% of workers want to work remotely indefinitely.

  2. Roughly six in 10 employees are more likely to apply for a job with a remote work option.

  3. 61% of Americans would expect a pay raise if their employer no longer allowed them to WFH.

  4. 49% of employees are worried that returning to the office could hurt their work-life balance.

  5. 34% of US workers returned to the office full-time in 2022.

  6. 40% of employees that still work remotely at least once a week claim they’d quit if their employer mandated a full-office return.

  7. 77% of managers in the US are ready to fire, cut pay, or limit promotion opportunities for staffers that don’t comply with return-to-office mandates.

  8. Yet, 43% of employees said nothing happened when they worked in the office fewer days than requested.

  9. 51% of workers that still WFH said their bosses had announced a plan to return to the brick-and-mortar office.

  10. 75% of managers want employees back in the office, citing a loss of company culture, potential lack of focus, and productivity as the key reasons to return.

Source: Passport-photo online The hybrid work environment is being widely discussed as a potential future of work. It combines elements of both remote work and in-office work to create a flexible and balanced approach that suits the needs of employees and the goals of organizations. The hybrid work model is a new take on the workweek which seems to be winning the battle. During the pandemic, employers and employees alike have recognized the benefits of remote work. The relative success of this unplanned experiment has led to many companies moving towards a permanent hybrid work model. Here are the key hybrid work statistics and the future of work:

  1. 74% of U.S. companies are using or plan to implement a permanent hybrid work model.

  2. 44% of U.S. employees prefer a hybrid work model, compared to 51% of employers.

  3. 63% of high-growth companies use a “productivity anywhere” hybrid work model.

  4. 55% of employees want to work remotely at least three days a week.

  5. 59% of employees are more likely to choose an employer that offers remote work opportunities over one that doesn’t. While the exact nature of the hybrid work environment can vary from company to company, here are some key aspects and potential benefits of this approach: Flexibility: One of the primary advantages of a hybrid work environment is the flexibility it offers to employees. They can choose where they work (at home or in the office) based on their preferences and the nature of their tasks. Work-Life Balance: The flexibility of a hybrid work model can contribute to better work-life balance. Employees have the freedom to structure their work around their personal lives, leading to reduced stress and burnout. Talent Acquisition and Retention: Offering a hybrid work environment can make companies more attractive to a diverse range of talent. It allows them to tap into a broader pool of candidates who might not be able to commit to traditional in-office roles. Increased Productivity: Many employees find that they are more productive when working remotely, free from office distractions. On the other hand, in-person collaboration can lead to innovative solutions and faster decision-making. A hybrid model allows organizations to harness both aspects. Cost Savings: Companies can potentially reduce office space costs if employees spend fewer days in the office. However, it's important to note that some savings might be offset by investments in remote work infrastructure and technology. Geographical Flexibility: A hybrid model can enable organizations to hire talent from different locations, which can be especially beneficial for roles that don't require physical presence. Customized Workspaces: Employees can personalize their work environments based on their preferences, potentially leading to increased comfort and job satisfaction. Reduced Commuting: Remote workdays in a hybrid model can significantly reduce commuting time and associated stress for employees, leading to improved well-being. Environmental Impact: Fewer employees commuting daily can contribute to reduced carbon emissions and a positive environmental impact. Challenges and Considerations: Implementing a successful hybrid work environment comes with challenges, such as maintaining company culture, ensuring effective communication, and managing potential disparities between remote and in-office employees. It's important to note that while the hybrid work model offers many benefits, it might not be suitable for all industries, roles, or organizational cultures. The success of a hybrid work environment relies on thoughtful planning, clear communication, and a commitment to addressing the unique needs of both remote and in-office employees. All the best,

Bob Gershberg |CEO|Managing Partner| (888) 875-9993 ext 102 Finding tomorrow’s leaders today!

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