The ongoing debate over returning to the office highlights a crucial disconnect between productivity and employee trust. While productivity has remained stable, mandating a return can imply doubts about employees' commitment and work ethic. To foster a healthy organizational culture, leaders should frame office time as a means to support connection and collaboration, rather than exerting control. Recognizing the value of both in-person interactions and the effectiveness of remote work is essential for building trust and credibility in the workplace.
Employees receive the morale-killing message that leaders doubt their judgment, commitment, and work ethic and that they don't deserve the autonomy that is key to genuine engagement and high performance.
We need to reframe the request to spend more time in a shared workplace as a response to the needs of our people, not a power play.
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