According to Felicia, the managers at her earlier firm held a false notion that hybrid staff weren’t as productive as their in-office counterparts. (Representative picture)
Felicia discovered that she was extra productive throughout her distant workdays and was in a position to focus higher with out interruptions and distractions.
Felicia, a 53-year-old administrator in Arizona, has made the tough determination to give up her job fairly than return to the workplace full-time. Despite a six-figure wage, she prioritises her want for flexibility and autonomy over monetary stability.
Felicia shared with Business Insider that she “doesn’t need to be in the office” to carry out her duties, and the considered returning to a standard work atmosphere is unappealing. For the previous 18 months, Felicia’s workplace had a hybrid mannequin the place she labored from house three days every week and within the workplace for 2 days, which allowed her to take care of a wholesome work-life stability.
According to Felicia, she discovered that she was extra productive throughout her distant workdays and was in a position to focus higher with out interruptions and distractions.
However, when her firm requested her to return to the workplace full-time, Felicia felt she had no alternative however to resign. She loved the quiet focus of working from house and regarded ahead to seeing her coworkers in individual throughout in-office days. With the return to full-time in-office work, Felicia has observed that in-person gossip has develop into a distraction, and he or she feels that she’s seeing much less of her staff, Business Insider reported.
She got here to the realisation that it was time for her to give up her job whereas sitting in visitors and feeling the frustration of being caught whereas having a gathering to attend. She questioned the need of the commute and the impression it was having on her well-being.
Despite the pattern in the direction of effectivity and cost-cutting, some managers proceed to exhibit “productiveness paranoia,” a concern that remote employees may not be working as hard as those in the office.
According to Felicia, the managers at her previous company held a false perception that hybrid employees weren’t as productive as their in-office counterparts. She and her colleagues working from home found that they could complete most of their work without interruptions or distractions during their remote workdays. Despite her success in the hybrid model, Felicia saw several of her colleagues leave for fully remote or hybrid jobs, which made her miss the work-life balance she had before.
She also added that strict return-to-office mandates may negatively impact productivity and cause workers to leave their jobs, even if they are otherwise content with their work. Felicia believes that this may be especially true for those who prefer remote or hybrid work arrangements. As per her, companies may end up losing such employees regardless of their job satisfaction if they impose inflexible return-to-office mandates.
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