Remote and hybrid work are here to stay
Tech workers, including IT professionals, realize that most of our work can be done remotely. Some managers, though, are not embracing this change. Faced with return-to-office mandates, many top tech workers choose to leave a company rather than cease remote work.
Why is working from home popular with so many? Consider how workers benefit:
- One to two hours of reclaimed commute time each day, which equals 6 to 12 work weeks. This is great for spending time with family, taking care of personal matters, and resting.
- Less stress from commuting.
- Saved expenses on fuel and vehicle maintenance.
The false promise of return-to-office
Companies that try to enforce return-to-office (RTO) mandates often discover they don’t have enough office space for everyone. They either end up having to lease more expensive space or squeeze people closer together. The result is that even well-paid workers feel like they’re working in a call center—hardly an appealing work environment.
Here’s the irony: with distributed teams, even if you’re in the office, you might not be in the same office as your manager or the rest of your team. So you still end up on video calls for more than half the day, just with the added commute, the noise of an open office, and none of the comfort of your home workspace.
The real challenge: measuring performance differently
Organizations that struggle with remote work typically do so because managers don’t know how to measure performance without seeing butts in seats. They’re used to measuring hours of false productivity over actual outcomes. These managers love having everyone in the office just as much as their subordinates love being at home. Companies with a culture of micromanagement even use spyware to keep an eye on their employees—a huge breach of trust that is not usually received well.
Remote workers often want to keep their video off during calls because they’re working from a shared or private space—but some managers feel like employees are hiding something. The key is to focus on outcomes, not optics.
That said, remote work can be abused. One hiring manager recently shared that a formerly top-performing employee went remote, moved across the country, and is now unresponsive during parts of the week when he’s expected to be available. These situations require clear expectations and accountability, not blanket RTO mandates.
The reality is that many employees find remote work makes them more productive both in their job and in taking care of home life. We believe that remote and hybrid work can be extremely effective when managers know how to provide autonomy and monitor outcomes. Organizations willing to provide this flexibility will attract the best talent.
How we approach remote work
At E-N Computers, we have a hybrid schedule where one day a week in-office is expected. We find this helpful for maintaining work relationships and keeping everyone in sync. Some people prefer to be in-office because they find it’s better for their focus. For many of our employees, though, remote work is a great adjustment and we are happy to offer that flexibility.
by Scott Jack
