In case you needed any more proof that workers really, really like the flexibility of remote work, we’ve got it. But we took it a step further to explore how remote work impacts growth opportunities. Our recent Glassdoor Community polls revealed that 67% of workers said they would pass on a promotion to continue working remotely. Additionally, a user poll found that 49% of workers would accept a 10-20% pay cut if they could work from home whenever they want. But workers’ preference for remote work flexibility stands at odds with employers’ push to bring teams back together in the name of greater collaboration and stronger communication.
Let’s examine both sides of the return to office debate. We’ll look at how it demonstrates that the workplace is still evolving and analyze the role remote and hybrid work will likely hold in the future.
Why are companies forcing the return to office issue?
Two leading theories behind the return to work wave are increased productivity and cost-cutting.
While hybrid workers — particularly working parents — say it’s easier to find work-life balance when they don’t have to report to an office daily, research shows that remote work is most effective when combined with in-person collaboration. According to a study from the Stanford Institute for Economic Policy Research, full-time remote work results in 10% to 20% lower productivity than working fully in person.
Companies know that employees value remote and hybrid schedules, so some may be forcing employees back to the office to prompt them to quit. For companies that need to trim their budgets, a return-to-work policy will likely increase voluntary staff reductions, which means that organizations can cut payroll without paying severance.
How remote work impacts career prospects
Aside from concerns about burnout, full-time remote work is harming career advancement for some — even if an organization’s return to workplace preferences are unspoken. Data pulled from Glassdoor’s Economic Research team shows that employees who mention remote work in their reviews rate their career opportunities significantly lower than their peers who don't mention remote work, (3.42 out of 5 stars compared to 3.69 for reviews that do not mention remote work). This is even true when focusing on employees who discuss remote work positively in their reviews.
The problem here could be that remote workers haven’t figured out how to quantify remote work success, but it remains an obstacle to remote work adoption just the same.
Workers would rather pass on a promotion than head back to the office
Work-life balance is a top priority for today’s workforce, so a promotion would have to come with a sizable pay increase to tempt many employees back into office life. One Deloitte employee responded to this hypothetical scenario with a question of their own, “Does the promotion come with a 30-50% pay increase and better [work-life balance]? If not, I’ll stick with WFH.” On the other hand, an operations manager said, “I would work in the office for an extra $100k per year but if not, WFH all day.”
Different workers thrive in different environments
Not all workers want to stay home. An HR Resources Officer in the Glassdoor Human Resources bowl said they actually prefer being in the office. “I get to know my co-workers and I get a better understanding of what other departments are doing because I walk around and talk with others, not just HR folks.” Another HR pro noted that there’s no one-size-fits-all solution to the workforce, “What works for one person may not work for another. Do I get more done working from home? Yes. But do I enjoy meetings in person? Yes. Personally, hybrid works better for me, but only when in person is needed.”
Where’s the return to office debate headed next?
Heading into 2024, Glassdoor economists predicted that employers would have to walk a careful line to find the perfect balance of the benefits of in-person work with the desires of their workforces. Glassdoor Lead Economist Daniel Zhao shed light on the continued tug-of-war and what the future might look like.
“Remote and hybrid work arrangements should be thought of as a benefit. And benefits are always on the negotiating table just like salary or vacation days,” said Zhao.
“ When times are good, businesses are willing to compromise, but as the job market has cooled over the last two years and the balance of power has shifted from employees to employers, businesses have felt more leverage to insist on workers returning to the office,” he added.
Zhao said this will continue to be an area where companies dial up and scale back demands based on the job market.
What is your organization’s policy on remote work? Join the conversation on Glassdoor Bowls to share your perspective.