The debate over returning to the office (RTO) versus maintaining remote work is both fierce and being highly influenced by external factors. Big companies like Amazon, Disney, Apple, JPMorgan and Starbucks have mandated RTO. However, several UK smaller businesses are leaning into the flexible working situation for their teams. So, what is right for your business? It should come down to what’s appropriate for your business, team, and goals. Here, we’ll explore key points to consider in this ongoing conversation.
The Productivity Question
One of the most commonly cited reasons for RTO is the assumption that in-office work increases productivity. However, there’s limited research to back this claim. Instead, many issues attributed to remote work may actually stem from:
- Individual Performance Problems: If some team members aren’t delivering results, it might be a personal performance issue rather than a location issue. Addressing underperformance directly is often more effective than blaming remote setups.
- Management Challenges: Are managers struggling to adapt to leading remote teams? If so, better training or systems might be the answer, not a return to in-person work. Instead of defaulting to “RTO will fix everything,” consider whether your performance issues are rooted in processes, individuals, or unclear expectations.
The Role of Flexibility
Flexibility is one of remote work’s greatest advantages. It allows employees to balance work with family responsibilities, avoid long commutes, and reduce stress. When executed well, remote work can:
- Reduce distractions and encourage deeper focus.
- Prioritize work based on impact rather than visibility.
- Promote clearer task prioritization and ownership.
For startups especially, trust and autonomy are cornerstones of an engaged, high-performing team. Forcing in-office attendance could undermine these values.
Collaboration and Company Culture
Advocates for RTO often emphasize collaboration, learning, and company culture as key benefits of being in-office. However, these don’t have to be lost in either a remote or hybrid team.
- Scheduled In-Person Days: Certain tasks or projects naturally benefit from face-to-face interaction. Plan for in-office time when it’s genuinely beneficial.
- Intentional Team Building: Build a culture where collaboration and trust make your team want to come together, rather than feel forced.
- Tailored Approaches: Recognize that some roles may require more physical presence than others—design your policies accordingly.
Why Some Companies Insist on RTO
For some companies, the push for RTO may stem from deeper issues, such as:
- Poor Performance Blame: Some companies may scapegoat remote work for challenges unrelated to location.
- Leadership Comfort Zones: Traditional managers may equate visibility with productivity, rather than focusing on output and results.
- Cultural Resistance: Businesses steeped in traditional practices may struggle to adapt to modern workplace trends. While collaboration, learning, and cultural cohesion are valid, they don’t universally require a full return to in-office work.
The Benefits of Remote Working on Recruitment
Remote working has the potential to revolutionize your recruitment strategy by eliminating geographic limitations, enabling access to a significantly larger and more diverse talent pool. This flexibility is often highly attractive to top-tier candidates who prioritize work-life balance, positioning your company as a more appealing choice in a competitive job market.
As many organizations mandate a return to the office, they are experiencing the loss of valuable employees seeking greater flexibility. This shift creates an excellent opportunity for startups to attract and hire top talent by continuing to offer remote or hybrid work arrangements.
Key Considerations for Your Business
- No One-Size-Fits-All: Productivity, collaboration, and employee satisfaction are all influenced by individual roles, company culture, and personal preferences.
- Hybrid Models Shine: A blend of remote and in-person work often delivers the best results, balancing productivity with flexibility.
- Flexibility Matters: Giving employees control over their work environment fosters trust, reduces stress, and increases overall engagement.
Your Startup’s Path Forward
Ultimately, the decision comes down to how you want to grow your team and culture. Dragging people into an office unnecessarily can harm morale and productivity. Instead, create an environment where collaboration and trust thrive naturally. If you do this well, your team will want to come together—not because they have to, but because they see the value in doing so.
Read more on successfully running a remote team here:
