Disney staff members got a memo from CEO Bob Iger in January. The media company has been using a hybrid working style, where workers were permitted to work virtually twice a week, similar to other entertainment giants. Iger wrote in the memo that the business was now changing course on flexible work and requiring a four-day return to work starting in March.
He wrote, “Creativity is the soul and essence of who we are and what we do at Disney. As you’ve heard me state countless times.”
In a creative industry like ours, nothing could replace the chance in course to engage, observe, and collaborate with peers in person, nor the chance to advance one’s career by taking advice from role models.
Disney is not the only significant company restricting job freedom. Companies from many industries, such as Starbucks, Twitter, and the auditing firm KPMG, are requiring more in-person days or even a return to full-time office employment schedules.
Flexible work hours strategy
A January 2023 study of 1,806 US workers conducted by recruiting service Monster found that while half of the companies think offering flexible work hours has been successful, a third of those who had originally planned to use a digital or hybrid approach have shifted their minds.
While CEOs give the need for face-to-face cooperation, friendship, and mentoring as justifications for going back to the office, research reveals that workplace flexibility is what many employees prefer most. The agreement has improved work-life balance, decreased employee burnout, and in many situations, enhanced good performance.
This indicates that there is, in fact, a disconnect between what employers desire and what their workers desire, yet businesses persist in trying to rehire their staff.
The shift back to more face-to-face interactions at flexible work is a major development in the evolving workplace, particularly in light of the fact that employees have historically had the advantage when negotiating for flexibility throughout a recruitment crisis.
The power dynamic is shifting back toward businesses as the economy becomes more uncertain and businesses cut positions widely; many may take advantage of the slump to impose or update their working procedures. Many impacted people will need to return to work, at least temporarily, due to recession and layoff fears.
Now that the scales have tipped
Sometimes remote working as a full-time worker was a particular privilege a few years ago, only available to workers in extremely specialized special arrangements.
However, the epidemic sent a large portion of the workers home, especially in knowledge-based industries. Once liberated from regular commutes and 9 to 5 office-reduced absenteeism, many employees found that working virtually helped them develop new, efficient work routines and achieve greater job satisfaction.
Flexibility swiftly rose to the top of the list of desired employment benefits in this change. Many firms offered remote work with flexible work hours to both job hopefuls and current workers in the face of record-high job openings and employee turnover rates. Data reveals that worker retention was a major factor in the widespread adoption of remote work.
According to the July 2022 research of 13,382 global employees by employing skilled McKinsey & Company, 40% said flexibility was a top source of motivation in whether they remained in a role, just behind salary (41%), with 26% saying a lack of freedom was one of the main reasons they left their previous role.
Bottom Line
Despite the lack of concrete evidence, several experts believe that a mass return to work for all employees is not out of the question. According to Cooper, “We’ll all get a feel over the period of the year and by forcing people back whether efficiency stays the same and whether organizations really are more creative when people are working in a single place.”
