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Work From Home vs. The Office: A CEO’s Push for Bums in Seats and Why It’s a Load of Crap
Let’s cut to the chase: the push by CEOs to drag employees back to the office is less about productivity and more about control, commercial real estate interests, and propping up struggling city businesses. The argument that humans are “better in teams” in a physical office is outdated, tone-deaf, and ignores the realities of modern work-life balance. So, who wants to waste their life commuting to an office just to make some rich CEO richer while bankers and investment firms run global politics? Not me, and not millions of others who’ve proven that working from home (WFH) works just fine—if not better.
The Micromanagement Myth
Let’s not pretend that companies aren’t already micromanaging their employees, whether they’re at home or in the office. Tools like Microsoft Teams, Slack, and project management software have made it easier than ever to track productivity, collaboration, and output. The idea that employees need to be physically watched like children to ensure they’re working is insulting and out of touch. If your staff can’t be trusted to do their jobs without constant supervision, maybe the problem isn’t WFH—it’s your hiring process or management style.
The Real Reason CEOs Want You Back
It’s no secret that many CEOs have a vested interest in getting employees back into city centers. From government kickbacks to supporting struggling CBD businesses like cafes and retail stores, the push to return to the office is less about teamwork and more about economics. But why should employees sacrifice their time, money, and mental health to prop up these businesses? If CEOs are so concerned about the economy, maybe they should focus on paying their employees better instead of forcing them back into expensive, time-consuming commutes.
The Toll on Employees
Forcing employees back into the office isn’t just inconvenient—it’s harmful. The stress of commuting, the cost of childcare, and the loss of flexibility will lead to increased sick leave, stress leave, and burnout. Not to mention, employees who value WFH will simply leave for jobs that offer it, leading to higher turnover rates and lower morale. Companies that refuse to adapt to the changing landscape of work will find themselves struggling to retain top talent.
The Double Standard of WFH Critics
Some critics argue that WFH creates a divide between those who can work remotely and those who can’t, like healthcare workers or teachers. But instead of dragging everyone back to the office, why not focus on improving conditions for those who don’t have the option to WFH? Better pay, reduced hours, and improved support for essential workers would go a lot further than forcing office workers back into cubicles.
The Benefits of WFH
The benefits of WFH are undeniable. Employees save hours each day by avoiding commutes, which can be spent on family, hobbies, or even extra work. Parents, especially working mothers, can better manage childcare and household responsibilities. People with disabilities or chronic illnesses can work in environments tailored to their needs. And let’s not forget the environmental benefits of reduced traffic and pollution.
Hybrid Work: The Middle Ground
The solution isn’t an all-or-nothing approach. Hybrid work models, where employees split their time between home and the office, offer the best of both worlds. Employees get the flexibility and work-life balance they need, while companies can still foster collaboration and team-building in person. Employers who embrace this model will attract and retain the best talent, while those who cling to outdated office-centric policies will be left behind.
The Bottom Line
The push to return to the office isn’t about what’s best for employees—it’s about control, economics, and a refusal to adapt to the future of work. WFH isn’t going away, and companies that fail to recognize this will pay the price in lost productivity, employee satisfaction, and talent retention. It’s time for CEOs to stop clinging to the past and start embracing the flexibility and freedom that WFH offers. After all, we work to live, not live to work.
So, to the CEOs pushing for a return to the office: wake up, smell the coffee (that we’re happily brewing at home), and get with the times. The future of work is flexible, and it’s here to stay.
