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Key Takeaways
- Offices create collisions, unexpected run-ins that spark conversations and reveal things you would not have noticed otherwise; in-person work speeds up collaboration and gives leaders daily insight into how team members work.
- The return-to-office debate is not binary; there are three valid work models, fully remote, hybrid, and in-person, and none of them is automatically better than the others.
- Having a personal preference is fine, but the problem arises when you are so invested in it that you cannot give it up when the situation demands; the wise leader does what the company needs, even when it differs from what they would like to do.
- Do not copy another company's return-to-office decision; base yours on your own realities, including whether the work is as effective remotely, where your talent lives, the cost of turnover, the ROI of your office spend, and alignment with your Core Values.
- Every business transition also requires a mindset transition, and the right work location policy will feel bittersweet, which is okay.
Why I Loved the Office - and What I’ll Miss
I love our Rhythm Systems office in Charlotte. It is so much more than just a physical space - it facilitates relationships.
Sure, we can build relationships over Zoom, but it takes more intentionality and planning. Bumping into a team member in the hallway or chatting around our refrigerator stocked with La Croix has brought our team so many spontaneous, bright moments. I call these moments collisions - unexpected run-ins that lead to conversations and help us see things we would not have noticed otherwise.
Being in-person creates more opportunities for collaboration, because you are in close physical proximity to the team. You can accomplish shared work faster by dropping by someone’s desk; there is no need to wait for them to respond to your email or chat message. You can also get more insight into team members, their skills, and their judgment calls because you are seeing how they work every day. If someone is not a great fit for your team, it might take you months to realize that in a remote environment. In the office, it can take just a couple of weeks.
After years of going into a physical office, it has become a deeply-ingrained and enjoyable habit for me - and it has helped our team respond faster, be more collaborative, and execute with more insight. So, why would I ever let my office go?
The Return to Office (RTO) Debate: My Personal Dilemma
Although it’s painful for me to think about giving up the office, I am now in the process of finding a subletter. Rhythm Systems is growing in new and exciting ways, and fortune has brought us A-Players from across the country. I tried my best to create a center of talent in Charlotte, but the best talent came to us from other locations. I would rather have the right people working from different places than sacrifice talent for location.
I can hear you thinking: Patrick thinks all companies should go fully remote. End of blog. Right? Wrong.
The 3 Work Models You Should Actually Consider
The RTO debate isn’t binary. You have three valid options:
- Fully remote. Team members are geographically distributed and are never asked to show up in-person. You probably do not have a physical office for this reason.
- Hybrid. Some team members live locally, and others do not. Or—everyone is expected to be in the office at least some of the time. You maintain a physical space.
- In-person. Everyone must show up to the office every day, just like in the olden days!
None of these is automatically better than the others. Sure, tech giants like Amazon have demanded the return of workers to the office, but following their lead might not guarantee your success as a business.
I acknowledged my personal preference, and then I acknowledged how that preference might hold me back. My preference is to go into the office—but in-person work no longer made sense for my company. Why would I continue to burn thousands of dollars each month for a space that only a small handful of people enjoy?
It is okay to have a preference. Everyone does! The problem arises when you become so invested in your preference that you cannot give it up, even when the situation demands it. The wise leader does what the company needs, even if that differs from what they would like to do.
Figure out what is best for your team, and do that—no matter how you personally feel about it.
Don’t Copy + Paste Your RTO Decision
Stop worrying about Amazon, Microsoft, or any other firm you might admire. To make the best decision for your business, you need to consider your realities—not somebody else’s. Bring your executive team together (virtually or in person!), and discuss the following questions:
- Can our work be done just as effectively if our team is fully remote, or does working in-person add significant value
- Where does our talent live? Will we lose A-Players if we mandate RTO? How difficult would it be to replace them?
- How would turnover impact our business’ culture and success?
- Does the money we are putting into our office yield a good ROI? Are we paying thousands of dollars each month without receiving the benefit of collaboration through collisions?
- How would an RTO mandate align or not align with our Core Values?
A Mindset Shift for Leaders
These should be among the considerations you take into account as you craft your work location policy. If the right answer does not align with your personal preference, be prepared to feel discomfort or even grief. I am mourning the loss of our office, and we haven’t even left yet.
Whenever you transition to a new chapter in your business’ history, you also need to transition your mindset. My mindset shift was accepting and embracing that Rhythm is not the office—it’s our people and how we help our customers achieve their dreams. Your mindset shift may be similar…or not. What is most important is that you make your decision based on your business’ realities, and then commit to making that decision successful, no matter how you might feel emotionally.
Key Takeaways for Leaders:
- Don’t let your preference dictate your policy.
- Consider talent availability, ROI, and collaboration value.
- Revisit your Core Values before making a decision.
- The right policy will feel bittersweet - and that’s okay.
How Are You Navigating RTO?
It will be a bittersweet day the last time I close our office door and walk down the hallway to the parking garage. I will be leaving many memories behind. At the same time, I will be opening another door to new opportunities. Reading Henry Cloud’s Necessary Endings has helped me on this journey of change. Everything eventually reaches its natural end; embracing that end, rather than prolonging it and burning time and energy, helps us move on to a bright future.
How are you approaching your company’s work location policy? Have you overridden your personal preferences or changed your mindset in order to be successful? Need help crafting your hybrid work strategy? Reach out to me at patrick@rhythmsystems.com. The more business leaders learn from each other, the more enjoyable—and less lonely—our journeys will be.
Wherever your team ends up - in an office, remote, or somewhere in between - what matters most is leading with clarity, courage, and alignment. The future of work is yours to design. Oh, and if you’re searching for a great office space in Charlotte - I know a guy!
Frequently Asked Questions
Should companies require employees to return to the office?
There is no universal answer. The debate is not binary; fully remote, hybrid, and in-person are all valid models, and none is automatically better than the others. The right choice depends on your business realities, such as whether work is done just as effectively remote, where your talent lives, and whether your office spend yields a good return.
What are the benefits of working in an office?
Offices facilitate relationships through collisions, unexpected run-ins that lead to conversations and insights you would not get otherwise. Physical proximity speeds up shared work because you can drop by someone's desk instead of waiting on email, and you gain more insight into team members' skills and judgment by seeing how they work every day. A poor fit can surface in a couple of weeks in an office versus months in a remote environment.
What questions should leaders ask before making a return-to-office decision?
Bring your executive team together and discuss: Can our work be done just as effectively fully remote, or does in-person add significant value? Where does our talent live, and would we lose A-Players by mandating a return? How would turnover impact our culture and success? Does our office spend yield a good ROI? And how would the mandate align with our Core Values?
Should you follow big tech companies on return-to-office mandates?
No. Stop worrying about what firms you admire are doing; following their lead does not guarantee your success. To make the best decision for your business, you need to consider your realities, not somebody else's.
What if the right work model conflicts with the leader's personal preference?
Everyone has a preference, and that is okay. The problem arises when you are so invested in your preference that you cannot give it up even when the situation demands it. The wise leader does what the company needs, prepares to feel discomfort or even grief, and then commits to making the decision successful regardless of how it feels emotionally.
Patrick Thean
Patrick is an award-winning serial entrepreneur, a WSJ and USA Today bestselling author, CEO Coach, and Co-founder of Rhythm Systems.
Connect with me on LinkedIn.