Is the return-to-office push backfiring on employers?

"Return to office mandates are making the rounds again. The reasons most often given are collaboration, innovation, and productivity. The truth is, if those outcomes are the real goal, they will not happen just by getting people back in the same building. Where people sit matters far less than how they are set up to work. Too often, RTO is rolled out without any meaningful investment in the systems, tools, processes, and environments that make collaboration and innovation possible in the first place."

"A recent report from Australia's Productivity Commission found that hybrid work does not harm productivity. The real drop in performance comes from a lack of investment in technology and systems that would allow people to do their best work. If your infrastructure is outdated or your processes are clunky, getting everyone in the office will not change the result. The cost of this gap between intent and execution is real."

"In cities like Atlanta, employees can lose two to three hours a day just commuting. That is time that could be spent on focused work, creative problem-solving, or even rest, all of which directly improve output. Once they arrive, many are still working with the same outdated tools, inefficient workflows, or uninspiring environments, which means productivity does not go up. In some cases, it gets worse."

Companies often mandate returns to the office citing collaboration, innovation, and productivity. Physical co-location alone does not generate those outcomes; systems, tools, processes, and environments determine how work gets done. Hybrid work does not harm productivity when organizations invest in appropriate technology and workflows. Long commutes can consume two to three hours daily, reducing time for focused work, creativity, and rest. Many on-site employees still face outdated tools and inefficient workflows, which can lower productivity. Research shows planned hybrid arrangements can maintain productivity, support promotions, and reduce voluntary turnover.

Read at Fast Company