Why are so many of us so reluctant to go back to the office?

Ever wondered about that?

If you have been working from home, do you want to keep it that way? Why?

I’ve seen a number of reasons. Good reasons. No commute is a good one. Ability to focus is a good one. Avoiding the office politics/gossip is another good one. But I feel like these are surface issues and not core issues.

If I had to take a stab at one core issue I would say that many workplaces foster a culture that adults should be treated as children. Think about it. The employer dictates what time to arrive (some jobs this is important, yes). The culture dictates how you feel about taking breaks throughout the day. Your lunch schedule has been dictated. The employer tells you when it’s ok to leave. This is what my kids experience in elementary school.

When we work from home, though, we get to be adults. We somehow manage, without the managerial oversight or cultural influence to show up and get our work done. In fact, one study said that one day a week of remote work led to a 13% increase in productivity. There are other studies on the benefits of remote work.

But the studies and the reasons for staying remote have nothing to do with what I am talking about. What I am talking about is leaders taking notice of what is behind the great call to work from home. After all, many people are quitting their jobs in lieu of going back to the office. There is a hidden message there. A message about our workplace and its culture.

Right now is the perfect time for reflection. When you are in the next executive meeting, stop focusing on figuring out a schedule for remote work and start focusing on the underlying causes. What are your people telling you without telling you?

When we know what’s underneath, we can create the actual change our people want. If you are looking to attract, engage, and retain superstars, then it’s no longer about the leaders’ preferences, it’s about the people’s preferences.