Companies like Amazon are mandating a return to the office, with some requiring five days a week. This marks a significant shift from recent flexible work norms. This shift has sparked concerns about the potential impacts on psychological safety, employee morale, and overall productivity. While pre-pandemic work arrangements might have seemed “normal,” the landscape of the post-pandemic workplace has irrevocably changed. The forced return to traditional office settings risks undoing much of the progress made toward more inclusive, flexible work environments.
Psychological Safety in the Office: At Risk
Psychological safety, as defined by Amy Edmondson, is the belief that a team is safe for interpersonal risk-taking. It is essential for productive and inclusive work environments. When leaders closely monitor employee arrivals, departures, and time spent in the office, it can erode trust. This behavior signals a lack of trust in employees to manage their own time. As a result, psychological safety is undermined, creating a less open and collaborative workplace.
Research has shown that psychological safety is essential for innovation and collaboration. In an environment where employees feel monitored and constrained by rigid attendance policies, they may be less likely to speak up, share ideas, or voice concerns. A Harvard Business Review study found that psychological safety closely links to team learning, performance, and morale. Without it, employees often disengage and withhold their full potential.
The Ripple Effect on Employee Morale
Mandating in-office attendance without considering employee preferences can significantly affect morale. Many employees now value work-life balance, and they view remote or hybrid work as a key factor in maintaining it. Research from Gallup shows that employees who work remotely at least some of the time report higher levels of engagement compared to those who are fully in-office. By contrast, employees forced into full-time office work often report increased stress, burnout, and dissatisfaction.
Moreover, employees who enjoyed more flexible arrangements before the pandemic may feel frustrated by the new policies.They are likely to interpret such decisions as a step backward, signaling that their company is either out of touch with modern work trends or unwilling to accommodate diverse work styles. A McKinsey & Company report highlighted that hybrid work options were a top factor in retaining talent post-pandemic. By eliminating flexibility, organizations risk a wave of resignations and a significant decline in engagement .
Productivity: Flexibility Fosters Results
A return to office-centric policies also poses a threat to productivity. Contrary to early concerns, remote work has largely proven to be just as, if not more, productive than traditional office environments. A study from Stanford University revealed a 13% performance boost among remote workers, as employees benefited from fewer distractions, no commutes, and better work-life integration.
Forcing employees back into the office may not only fail to boost productivity but may also reduce it. Long commutes, rigid schedules, and increased surveillance can lead to stress, disengagement, and a reduction in creative output. In addition, the same study showed that workers given the flexibility to work remotely had higher job satisfaction and were less likely to leave their jobs, further underscoring the importance of flexible work arrangements in fostering long-term productivity .
The New Normal: Hybrid Work as the Standard
The post-pandemic workplace is defined by flexibility, adaptability, and trust. Forcing employees to return to a five-day office week can negatively impact the workforce if not carefully implemented. The future of work is hybrid, combining in-office and remote options. This approach offers employees the best of both worlds. Companies that resist hybrid work risk alienating their workforce and missing out on key benefits. Hybrid work fosters innovation, improves retention, and strengthens employee loyalty.
Companies must tread carefully when implementing return-to-office policies. Leaders must prioritize psychological safety, value employee autonomy, and recognize that productivity isn’t limited to the physical confines of an office. Organizations that embrace hybrid work will not only create more inclusive and trusting environments but also set themselves up for sustained success in the future.
References
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- Edmondson, A. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
- Gallup (2022). The State of the Global Workplace Report.
- McKinsey & Company (2022). Hybrid Work: Making It Work.
- Stanford University (2020). Working From Home Increases Productivity Study.
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Sacha Thompson is the founder of The Equity Equation, LLC, a boutique diversity coaching and inclusive culture consulting firm. With more than 20 years of experience within the education, non-profit, and tech industries, Sacha’s work involves removing barriers or providing support to achieve equity. She helps executives and leaders have meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. Sacha was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.uality. She helps executives and leaders have that meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. Sacha was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.
