Despite the benefits of remote work for employees, many organizations are leaving it behind and returning to the office full- or part-time in a hybrid model. A 2024 survey by BetterUp shows that the number of primarily remote roles has been halved – and one in four organizations cite improved connection and culture as the business reason behind mandatory office returns.
However, our research has shown that returning to the office is often a major disruption to a person’s routine, fundamental work and overall life experience. We surveyed 1,400 full-time U.S. workers assigned to return to office work and found they had higher intentions for burnout, stress, and turnover. They also had less confidence in their organization, engagement and productivity levels. Our results indicate that if the return to the office is not handled with a high level of humanity, sensitivity and empathy, workplace culture will suffer and employees’ sense of belonging will plummet.
We also found that RTO results in pressure on employees’ flexibility, time and even bank accounts. If you’re struggling to adjust to a mandatory return to the office, know that you’re not alone.
There Are benefits that come from working in person. For example, research BetterUp conducted in collaboration with the University of California, Riverside, found that greater life satisfaction and social connectedness are benefits of face-to-face interaction over technology-mediated interaction.
While it seems intuitive that people would personally form better working relationships, poorly communicated and implemented return-to-work mandates breed resentment toward employers. Resentful people are less likely to bring their authentic selves to the workplace and less likely to invest in the people around them.
The most challenging aspect of returning to the office is the commute. This isn’t surprising, as commutes of just 30 minutes are linked to greater stress and anger, while 45 minutes or more are linked to poorer general well-being, daily mood and poorer health.
What’s surprising is the second most challenging aspect of returning to work: the loss of flexibility when switching between work and home tasks for things like accepting a delivery or transferring laundry between meetings. In a world where time is scarce, even the smallest time savings can be very important as people try to ‘do it all’.
While some leaders may read this and think, “Ah-ha! I knew people were multitasking when they should be working!” The truth is that remote work is actually a net gain for the organization. Research has shown that people who work remotely spend more hours overall on the business.
Evidence from BetterUp suggests that freedom of choice in choosing work arrangements allows people to find ways of working that can optimize performance and well-being.
We also saw that an organization’s decision to require in-office work places a financial burden on employees. The average worker returning to the office spends $561 per month on transportation, extra care for children and pets, and household help. That’s comparable to an average two-person household’s grocery bill in the US for an entire month.
So what can you do if your employer mandates your return to the office?
First, focus on maximizing the benefits of this life change, including the opportunity to deepen your relationships and collaborate more with your colleagues. Take advantage of the hybrid work model to connect as much as possible with the people who are physically present (instead of just logging into virtual meetings).
Second, consider whether returning to the office offers an opportunity for better work-life balance. If you’re back to working in an office full-time, can you embrace leaving work at work behind? Can you create desired new habits or routines, such as going to the gym every day? Shifting back to in-person work is a major systemic disruption, but with that disruption comes the opportunity to develop healthier habits.
Finally, ask what you need to thrive as you return to the office. Do you have to start late so you can continue to drop your kids off at school? Do you need better commuting benefits to offset the financial costs? Do you need a coach to support you in the transition to the office? Discuss these needs carefully with your manager.
Return-to-office mandates can impact employees — and not necessarily in the way leaders hope. If you find yourself in a situation where you are being asked to drastically change the way you work, know that it is normal to find this transition difficult, to have a mix of emotions about it, and most importantly, that it is never wrong is to ask why. you need.
Christine Carter, Ph.D., is a sociologist, author, speaker, and coach dedicated to redesigning the way we work. She is currently BetterUp’s VP of coaching, excellence and innovation.
Erin Eatough, Ph.D., is an author, speaker and co-founder of the evidence-based HR consultancy Fractional Insights, which helps organizations address leading human challenges in the post-industrial era.
Kristi Leimgruber, Ph.D., is a comparative psychologist and currently works as a behavioral scientist at BetterUp Labs. Her research on the psychology and evolution of collaboration has been published in peer-reviewed journals around the world.
Khoa Le Nguyen, Ph.D., is a behavioral scientist at BetterUp Labs who studies well-being and human potential inside and outside of work.
The opinions expressed in Fortune.com commentary pieces are solely the opinions of their authors and do not necessarily reflect the opinions or beliefs of Fortune.
A version of this story originally published on Fortune.com on February 1, 2024.
This story originally appeared on Fortune.com
