"Perceived to be driven by executive egos, sunk cost corporate real estate, or soft layoffs, companies such as Amazon, Google, and NBCUniversal forced many remote workers back to the office full-time. Workers valuing flexibility, autonomy, and productivity must again defend their right to work outside of a company building. Despite the evidence, many leaders falsely believe remote work is considered less effective than an in-office job. Here's the top three remote work myths debunked."
"The pandemic drove 48.7 million US workers to work remotely. Prior to this, fewer than 6% of Americans worked primarily from home, according to a 2019 American Community Survey. Post COVID, while some leaders capitalized on the benefits of remote work and continued this flexible work structure, others questioned it - viewing remote work as a nonessential perk. For many, remote work is a necessity."
"When flexibility is framed as a reward, a combative performance power play can emerge. Individuals will question why one employee gets remote work and another does not. Employees may compete with others to win the golden ticket of remote work. This dynamic creates a tense and political workplace culture. Fueled by the temptation of a more flexible work environment, workers may be motivated to appear as a high-performer, rather than actually doing the work."
Remote work faces organizational resistance despite positive performance and productivity evidence. Some companies mandated full-time returns citing executive preferences, real-estate investments, or workforce reductions. Many employees seek flexibility, autonomy, and productivity that remote arrangements provide. The pandemic shifted 48.7 million US workers to remote roles, greatly expanding access for disabled workers and diversifying candidate pools. Treating remote work as a perk encourages competition and political dynamics that reward visibility over actual output. Managers who equate presence with productivity risk undermining remote contributors. Mischaracterizing remote work as vacation undermines trust and creates harmful workplace incentives.
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