Is Your Commute Worth It? Balancing in-person and work from home
Thoughts on the evolution of workplace policies
RTO or return-to-office is a hot topic and one that has an incredible impact on all of us. I came across this article on LinkedIn today that starts with the following:
“Remote workers are willing to return to the office, Business Insider reports — as long as they're compensated for their commutes. A survey done by the staffing platform Ringover shows that an overwhelming 80% of employees would RTO if it didn't cost them. The financial toll isn't small: The vast majority of commuters drive, which cost about $8,500 in 2023 after accounting for gas, car maintenance and insurance. That's up from the national high of $5,000 spent by North Dakotans in 2019. Workers note that they're also going unpaid during their commutes, which average just under an hour round-trip.”
This caught my attention because I have many years of experience working pre-Covid, during which relocation and commuting were essentially the norm for employees. If you desired a job, you had to find a way to get to the office.
Change in Expectations
However, since Covid, this expectation has dramatically shifted. Commuting is no longer solely the employee's responsibility to manage. Now, as remote work is quite feasible for most tech employees, some view commuting costs as a company responsibility. Essentially, if a company values having employees in the office, it should cover these costs as part of employment.
This debate on employee benefits isn't novel. The workplace has evolved significantly, offering a range of benefits we might take for granted today. These benefits, which were not always standard, mirror changes in societal values, technological progress, and our understanding of work-life balance.
A notable shift I've observed is in paternity leave. Early in my career, leave was primarily reserved for mothers, with little acknowledgment of paternity leave. Moreover, maternity leave was often brief. When I welcomed my first child, I received no additional time off. Nowadays, many companies offer paternity leave, promoting gender equality in caregiving responsibilities, and maternity leave is far more supportive of the needs of a newborn.
I believe the discussion around in-office vs. remote work will continue to evolve significantly over the next decade. Although substantial changes have already occurred, the standard expectations in this new working environment are still settling.
Innovation
There's been a noticeable push by many tech companies towards encouraging or mandating a return to the office (RTO), particularly compared to the pandemic's peak. This shift reflects various factors, including vaccine availability, the desire to boost in-person collaboration, and establishing a new normal. It's crucial to remember that these companies found tremendous success through in-person work. Their leadership often has more confidence in this model, viewing in-person work as a proven formula. Despite their reputation as disruptors, established tech companies face challenges and growing pains similar to any organization attempting to adapt and change. Their resistance to this new, unknown way of working shouldn’t come as too much of a surprise.
Innovation in this area will likely stem from smaller, newer companies exploring new work methods to attract talent and achieve success more quickly than their established counterparts.
Trust and Empowerment
I don't believe a strictly in-office or remote work policy is ideal. Our in-person team gatherings have consistently highlighted the value of spending time together, bonding, and building trust. However, employees likely don't want to commute just to spend their day in Zoom meetings or to focus on individual tasks where office presence offers no benefit.
Ultimately, the best approach involves trusting teams to make the best decisions for their situations, providing necessary support and empowerment to facilitate at least a minimal necessary cadence of in-person interaction.
I particularly admire Airbnb's policy. Airbnb has embraced a highly flexible approach, allowing "live and work anywhere." This includes working from home or the office, relocating without impacting compensation, and the option to work from over 170 countries for up to 90 days each year. Additionally, Airbnb organizes regular meet-ups for team gatherings, off-sites, and social events to foster a sense of community and collaboration. This policy underscores the value of flexibility and trust in team productivity, regardless of location, while recognizing the importance of face-to-face interactions for relationship-building and creativity.
While not feasible for all companies, Airbnb's approach exemplifies the principles of trust, empowerment, and support.
A Simple Framework
Here are some basic questions to help you know when the value of in person can be most valuable:
1. Define the Objective
Complex Problem-Solving: Opt for in-person meetings when tackling complex, high-stakes problems that require deep thought, brainstorming, and immediate feedback.
Innovative Brainstorming: Situations that benefit from the dynamic energy and spontaneity of live brainstorming sessions are ideal for in-person collaboration.
Team Building and Culture Strengthening: Activities aimed at building relationships, trust, and understanding within the team are more effective in person.
2. Assess the Team's Needs and Preferences
Personal Preferences: Consider individual team members' preferences for in-person vs. remote work. Some may find they're more creative and collaborative in a shared space.
Communication Style: Teams that rely heavily on non-verbal cues and rapid, iterative feedback may find in-person collaboration more effective.
3. Evaluate the Practicality
Resource Availability: Ensure that all necessary tools, technologies, and spaces are available to make the in-person meeting productive.
Geographical Considerations: Factor in the geographic distribution of team members. If significant travel is required, weigh the benefits against the costs and potential disruptions.
Health and Safety: In current times, it's also vital to consider health and safety guidelines related to gatherings and travel.
Reflect Your Culture and Principles
Like all company benefits and policies, your work-from-home policy should reflect your principles and culture, which will vary from one organization to another. Whatever your decision, it's crucial to clearly explain the rationale to current and future employees. Instead of just saying, “come back to the office 3 days a week.” Make sure you are saying something more like, “we are asking all our employees to be in the office 3 days a week because we believe the benefits of in-person problem solving, trust building, and culture outweigh the costs of the commute. Because we believe in this, we are willing to invest in the following benefits to make this easier for all of you.”
For employees, it's about deciding what sacrifices you're willing to make for your job. If work flexibility is crucial to you, ensure you're with a company that aligns with your views on this matter. This alignment will likely lead to greater happiness and success.
I'm eager to hear your thoughts on this subject. What's your ideal balance between in-person and remote work? Would you return to the office if compensated for your commute?