Katie Wood
The debate around work models is shifting, but is remote work ending?
Not exactly, but it is evolving. Over the past few years, we’ve seen companies experiment with hybrid schedules and even full returns to the office, despite employee resistance. But is this a temporary shift, or are we witnessing the end of the remote work era?
At Farleigh Performance, we work with organisations to navigate cultural shifts, rethink work arrangements, and make thoughtful, people-first decisions – rather than reacting based on what competitors are doing. The truth is, there’s no one-size-fits-all approach to work. Some businesses are thriving in a flexible model, while others are pulling teams back to the office without fully understanding what’s driving performance.
In this article, we’ll break down:
✅ Why some companies are pushing for a full return – and whether it’s working.
✅ What employees actually want (hint: it’s not just about remote work).
✅ The rise of hybrid models and why they might be the real future.
✅ How businesses can rethink their approach to flexible work – without losing productivity or engagement.
Let’s move past the headlines and take a real, human look at the future of work.
Why Are Some Companies Pushing Back to the Office?
It feels like everywhere you turn, another company is calling employees back to the office. Some say it’s about collaboration and culture, others claim it boosts productivity, but usually that’s not the whole story.
For some business leaders, the move is less about what’s best for their teams and more about comfort, control, and old habits that are hard to break. After all, many employers built their careers in traditional office settings – where being seen meant being productive. The idea of work happening anywhere other than a physical office still feels foreign to them.
But nostalgia isn’t a business strategy.
What’s Really Driving the Push Back to the Office?
Leaders like what’s familiar
Some executives equate physical presence with productivity; not because it’s true, but because it’s what they know.
Empty office space is expensive
Many large companies signed long-term leases before the shift to remote work. With buildings sitting half-empty, some businesses feel pressure to justify the cost.
A lingering lack of trust
For some, the fear is simple: If I can’t see my employees working, how do I know they really are? But studies show remote workers often get more done than their in-office counterparts. A two-year study of 800,000 employees found that productivity remained stable or even increased when working from home.
Blaming remote work for deeper problems
Some companies may be struggling with low employee engagement or are struggling to retain top talent. Instead of looking at leadership gaps or broken systems, it’s easier to say, Things were better when we were all in the office.
Does Being in the Office Actually Work?
Here’s the thing: in-person work can be great for some businesses – but things can fall apart if you start forcing people back just for the sake of it.
The reality is, when employees feel heard, trusted, and supported, they perform better – whether they’re sitting at their kitchen table or in a downtown office. Forcing a return without a clear purpose is a quick way to kill morale.
So, if back to the office isn’t the perfect solution, what is? Let’s talk about what employees actually want.
What Employees Really Want: The Reality Behind Remote Work
While some companies are doubling down on their back to the office policies, employees are telling a different story. The demand for flexible work options hasn’t faded – in fact, for many, it’s become a non-negotiable when considering new roles.
People aren’t asking for remote work just because they don’t want to commute or enjoy working in their pyjamas (though let’s be honest, that’s a bonus). They’re asking for work that fits into their lives, not the other way round.
Why Employees Are Resisting the Full Return
Work-life balance matters more than ever
For many, working from home has allowed for healthier routines, more time with family, and less burnout. Because this format has allowed people to adapt an all round better lifestyle – they’re not willing to give it up and go back to the old ways. An Owl Labs report shows that 35% of hybrid and remote workers would start looking for a new job if required to return to the office full-time, with an additional 6% stating they would quit immediately.
People are more productive when they have control
Who does their best work under a microscope? Being trusted to manage your own schedules makes employees feel more valued, motivated, and in control of their day. Instead of sitting in an office just to ‘be seen,’ remote workers can focus on what actually matters – delivering results in a way that works best for them.
Job seekers are prioritising flexibility
Companies insisting on rigid in-office policies may struggle to attract top talent. Workers now expect hybrid work schedules, at the very least. A LinkedIn Workforce Confidence survey showed that 41% of Gen Z workers consider a flexible working schedule a key factor when switching jobs.
It’s not about remote vs. office – it’s about choice
Not everyone wants to work remotely full-time. Some employees love coming into the office to collaborate with colleagues, but they also want the freedom to choose when and why.
Ignoring Employee Preferences Comes at a Cost
Large companies that once had their pick of job seekers are now struggling to hire because flexible work options have become a competitive advantage. Those that push rigid office policies are risking losing talent, lowering morale and hurting productivity.
If anything, this proves that remote work isn’t ending – it’s evolving. The power dynamic has shifted, and companies that refuse to adapt are feeling the consequences. But this isn’t just about choosing between remote or in-office work, it’s about finding a balance. That’s why many businesses are turning to hybrid work as a middle ground, offering flexibility while maintaining in-person collaboration where it truly adds value.
Hybrid Work: The Middle Ground That’s Here to Stay
For all the talk about remote work ending and the push to get employees back to the office, the reality is that most companies are landing somewhere in between. Hybrid work – a mix of in-office and remote days, has emerged as the most sustainable solution for businesses and employees alike.
Why? Because it gives people the best of both worlds:
- The flexibility to work from home when they need focus time.
- The collaboration that comes from in-person interactions.
- The autonomy to structure their workweek in a way that works for them and their employer.
The Rise of the Hybrid Work Schedule
Businesses that once saw remote work as an experiment are now adapting hybrid work schedules, often requiring two to three days in the office per week. This approach isn’t just about compromise; it’s about listening to employees, and recognising that different tasks and roles benefit from different environments.
Some companies are allowing employees to choose their office days, while others are implementing structured schedules for team collaboration. Either way, the message is clear: hybrid work isn’t a temporary fix – it’s the new normal.
The key is intention. Companies need to design hybrid models that actually work, rather than just defaulting to outdated office policies. That means:
- Defining why in-office time matters.
- Avoiding “office for office’s sake” mandates.
- Ensuring remote and hybrid employees have equal opportunities for growth, leadership, and collaboration.
As businesses continue to refine workplace culture, those that get hybrid right will be the ones that retain top talent and build high-performing teams. The best way for organisations to navigate these challenges is to rethink working arrangements from the ground up.
Rethinking Work Arrangements: What Businesses Should Do Next
The return to office debate is a minefield of different opinions, and truthfully, there’s no simple or right answer. Some companies thrive on in-person collaboration, while others have proven they can operate just as effectively with remote or hybrid models. The key isn’t choosing a side – it’s being intentional about what actually works for your business and your people.
At Farleigh Performance, we’ve seen firsthand that when companies take a strategic, people-focused approach to work arrangements, they build stronger teams, have better employee engagement, and higher performance – regardless of whether employees are in the office or working remotely.
How Businesses Can Design a Work Model That Works
Start with the “why”, not just the “where”
Instead of mandating days in the office just to follow trends, you should first identify what you’re actually trying to achieve. Is it stronger collaboration? Faster decision-making? Higher employee engagement? Once the goals are clear, work arrangements can be built to support them.
Trust employees to do their best work
The companies thriving with remote and hybrid work are the ones that measure success by results, not by how many hours employees spend at their desks. Instead of micromanaging, focus on impact – how well teams collaborate, innovate, and deliver on their goals. Productivity isn’t about where people sit; it’s about creating an environment where they can do their best work.
Create a culture of inclusion – wherever people work
A hybrid model only works if both remote and in-office employees feel equally valued. That means rethinking meetings, leadership visibility, and career opportunities to ensure remote workers aren’t left behind.
Make office time purposeful, not forced
If employees come into the office only to sit on video calls all day, they’ll question why they had to be there at all. Office days should be designed around collaboration, connection, and deep work that benefits from in-person presence.
Rather than chasing trends or making fear-based decisions, the best companies are re-evaluating work arrangements with flexibility, logic, and their people in mind. The world of work will continue to evolve – the businesses that embrace change will be the ones who thrive.
So, Is Remote Work Ending?
If there’s one thing that’s clear from this debate, it’s that remote work isn’t ending – it’s evolving. While some businesses are pushing for a full return to the office, others have fully embraced remote work as a long-term strategy, recognising that it offers benefits beyond just flexibility. Hybrid work is also here to stay, bridging the gap between both options and providing a happy medium for employees and organisations.
Whether companies are choosing hybrid, remote-first, or in-office models, the key isn’t about following trends – it’s about designing a way of working that truly supports both people and performance. Do this right, and you create a workplace where employees feel trusted, engaged, and able to do their best work. But getting it right takes more than just policies and mandates; it requires thoughtful planning, open conversations, and a deep understanding of what actually drives productivity and connection within your team.
Shaping Organisations That Work – for People and Performance
At Farleigh Performance, we know that strong businesses don’t happen by chance – they’re built on strong cultures, connected teams, and leaders who inspire real change. Whether you’re navigating the future of work, reshaping workplace culture, or developing leadership at every level, we help you create an approach that fits – not just for today, but for the long run.
If you’re curious about what that looks like for your organisation, let’s chat. Book a free two-hour consultancy session, and together, we’ll explore the best way forward for your people, your teams, and your business.