37 - Insider Secrets Revealed: The Sneaky Office Rule Driving Top Performers Away!

Paper APA Citation:
Elliott, B. (2024) Return-to-Office Mandates: How to Lose Your Best Performers. MIT Sloan Management Review, 65 (4). pp. 80-82.
‌Paper Available at: sloanreview.mit.edu/article/return-to-office-mandates-how-to-lose-your-best-performers/
Thanks to M.I.T Sloan Management Review for making this article open access for academic use. MIT-SMR is an ABDC A and FT50 listed academic journal.
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Paper Summary
Brian Elliott, an executive adviser and speaker, discusses the negative impact of return-to-office (RTO) mandates in his article published by MIT Sloan Management Review. He argues that such mandates, insisting on employees returning to the office five days a week, adversely affect job satisfaction without improving financial performance. Executives' trust issues and pressure from activist investors often drive these mandates, leading to decreased employee engagement and increased attrition, especially among high-performing employees and those with caregiving responsibilities.
The focus on monitoring employees' activities, instead of outcomes, through tactics like tracking office attendance or visible activity, leads to a "doom loop." This method results in lower performance, diminished trust, and increased anxiety among employees. Conversely, organizations that prioritize trust, flexibility, and outcomes see improved financial performance and employee engagement, creating a "boom loop."
Research indicates that flexible work arrangements are vital for modern organizations, with most employees desiring a mix of office and remote work. Mandates disproportionately affect women, caregivers, and historically underrepresented groups in the workforce, leading to decreased job satisfaction and intent to leave, particularly among high performers. The essay emphasizes the importance of prioritizing outcomes over monitoring, building trust, and providing flexibility to achieve organizational success and individual well-being.
Keywords:
Return-to-office mandates, Work flexibility, Remote work impact, Employee satisfaction, High-performing employees, Management through monitoring, Trust and flexibility, Hybrid work model, Employee engagement, Performance monitoring, Leadership, Workplace culture, Organizational success, AIPR, FT50, MIT-SMR, AI paper reader
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