Bosses want remote workers back in the office. Employees resist. 3 reasons for the gap

I’ve read snippets about how executives want employees back in the office and how employees resist, but I hadn’t really thought about why there’s this difference, other than the obvious benefits of remote work (convenience, saves time and money).

But a recent article in The Economist (https://www.economist.com/business/2021/11/06/why-executives-like-the-office) offers insights about that executive-employee gap about working in the office vs. working at home. The article gives three reasons on why the gap exists: the cynical, the kind and the subconscious.

1. The cynical reason: Status disappears on Zoom

First, perhaps executives like being in the office because of the status they have there – big offices, people who guard them and their time, and when they show up on a different floor, at a meeting, or in the cafeteria, it’s a big deal.

But status becomes moot on Zoom. Everyone is the “same sized square,” no one stands out more than others, so status melts. Fancy clothes, fancy office – it all vanishes on Zoom.

2. The kind reason: Culture works better when we’re together

Next, the article argues that executives see benefits to people being in the office, in terms of culture. If people aren’t together physically, goes the thinking, they aren’t able to make those “water cooler” connections, their bosses cannot see them “hustle,” and the organization misses out on impromptu idea generation time. In fact, some research suggests that physical proximity helps build relationships – better communication, more interaction, and perhaps stronger cultural links.

But this reason, bottom line, boils down to “If your bosses don’t see you, they may not remember you when promotion time comes around.”

3. The subconscious reason: What worked for me should work for you

Last, the subconscious reason may be that today’s executives (many in their 50s and 60s) rose in their firms during a time when personal interaction was expected and key. They now assume that’s “the only way” that work gets done and so expect it from the younger generations.

Of course, that makes some sense. What we experience (if it leads to good outcomes) is what we think others should follow. I’ll admit that when the pandemic started, one of my sons went fully remote and doesn’t want to ever return to the office. I sent him (too many) articles about the importance of face time, building relationships, being sure his bosses knew what he could do.

I’m just as guilty as the executives. So I’ve quit sending those “mom-nudge” articles. He’ll make his own way, I’m sure.

It’s a new world indeed.

Nancy Napier is a distinguished professor at Boise State University in Idaho. nnapier@boisestate.edu. She is co-author of “The Bridge Generation of Vietnam: Spanning Wartime to Boomtime.”