The City of London gave the order to return to the office. And your workers ignore

The future of remote work is in question. In early November, LinkedIn reported that remote job offers had dropped significantly in the US and UK, raising the possibility that this way of working He was going to peak. At the same time, changes in the economic landscape are causing many troubled companies to trust the traditional face-to-face model to improve their competitiveness: The last to be asked back into the office was Snap.

However, studies reveal this Employees prefer to work remotely, either in mixed or full format, for the face-to-face model. So much so that some workers ignore instructions to return to the office.

disobedience in finance. according to study Conducted by women in Banking and Finance (Mujeres en la Banca y las Finanzas en Castilian) and the London School of Economics and Political Science (London School of Economics and Political Science), workers in major companies in the financial sector disobey instructions to return to the office. The report was carried out through interviews with 100 employees of companies operating in the UK, such as Bank of America, Goldman Sachs, Santander, JP Morgan or Blackrock.

office no thanks. The study indicates that these financial firms continue to view attendance as a measure of productivity, which is why executives order back in the office on certain days. However, these instructions are ignored: middle managers, called “managers”, They prefer to work remotelywhich is a more suitable choice for local operational needs.

Go to the office for virtual meetings. The document leaves other very interesting conclusions, such as that employers should focus more on reducing the ill-being (discomfort in Spanish) of workers than on improving their well-being (well-being in Spanish), a concept used in business jargon to refer to measures which are supposed to improve the physical and mental health of the employees but are in fact, They don’t contribute anything.

Additionally, it reflects some employee concerns about the face-to-face and remote model, such as the fact that tasks in the office can be done perfectly at home. One of the people who participated in the study, for example, said the following: “Sometimes I was told: You have to be in the office on Thursday. And I didn’t really want to go to the office on Thursday, because I only have Zoom meetings and what’s the point of being there In the office, just because they want to see me there?

The fear that fuels attendance. In this sense, the report comments that there is a consensus that remote work does not have a negative impact on productivity and that, in many cases, it improves it. For this reason, it also notes that the future of work is “more focused on productivity than the present.” Here we can discover, again, Paranoid productivity Some entrepreneurs have it, a concept coined by Microsoft to describe an employer’s fear that remote workers are less productive at home than in the office, despite properly working from home.

Same as the boss. In addition, Grace Lordan, Professor at the London School of Economics and Political Science and Founding Director of the Inclusion Initiative, it states These instructions for returning to the office are driven more by the employers’ ego than by the company’s interests. In this regard, the document indicates that when making a decision, it is better for the owner to consult his workers than to act instinctively and thoughtfully. Undoubtedly, the way Elon Musk made some significant changes to Twitter, such as the mass expulsion of nearly 50% of the staff s Eliminate telework. All of this in exchange for a modus operandiSolid“.

gender perspective. Lordan also asserts that those companies that prioritize remote coordination, and maintain a direct confrontation model for tasks that cannot be performed by default, are the ones that will attract and retain the most qualified workers, specifically women. In this regard, Anna Lin, Head of the Women’s Department in Banking and Finance, Believe that those companies whose directors require their employees to come into the office three, four, or five days a week will lose more women than those in which such instructions are not given.

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