The Cost of Comfort

Every month, it seems, a company makes business news by mandating that all of their employees return to the office, and those who fail to comply will face some sort of punitive measure – they could be fired, ineligible for raises, promotions, or bonuses, etc. - one CEO essentially handed his employees an ultimatum- return to the office, or work for another company. It seems to be the same companies that keep pushing for a return to the office (RTO) after four years. The pandemic changed how we work- whether for better or worse isn't relevant, because, in the end, companies need employees, and for a large population of employees, returning to the office is no longer on the table. If these companies are adamant on bringing people back, they first need to determine why employees have resisted coming back after the other attempts. The reasons probably aren’t as simple as them not wanting to, or because it’s easier to work from home. Some common reasons for not wanting to go back to the office are much more complicated, and nuanced. Uncomfortable office spaces, difficulty focusing, toxic workspaces, safety, germs, travel time, etc. If an attempt to fix what’s broken isn’t made before bringing people back they're just disrupting their workers. A disruption that will decrease productivity, tank team morale, maybe even cause some to quit. A lot of the reasons employees give for not wanting to RTO are comfort related, and if employees are uncomfortable they won’t be motivated or performing at their best.

A few years ago, I read about a sudden increase in the price of milk in Oregon. The increase was caused by a decline in the milk supply. The decline in milk supply was the result of a wood shortage caused by hordes of people buying out lumber yards to start at-home pandemic projects. Because there was a shortage of wood, lumber mills weren’t running, and therefore, not making sawdust. The sawdust is used as bedding on some dairy farms to make the cows more comfortable while they’re being milked. If cows aren’t made comfortable with a soft bed to lie on, they won't be relaxed and won’t produce as much milk. This behavior isn't exclusive to cattle, most humans also notice a decline in productivity when they're uncomfortable . If these companies really want people back, they may want to consider making a better office first.

The days of gloomy, gray communal offices with rows of particle board desks separated by thin, shoulder-high partitions, are over. Why would anyone want to return to those depressingly drab, uninspired, shared spaces? Shared spaces where one person would catch a cold and infect half the office. Tight quarters, where you know every time your co-workers take a smoke break, reapply cologne, or eat at their desk. These spaces have needed a makeover for a long time, and if people are forced to go back, at least give them something better to go back to. A great start would be to ditch florescent lighting, and set the office temperature a little higher. If each employee can't have their own office, at least provide designated quiet spaces for employees who struggle staying motivated and on task in a shared office. Neurodivergent people, or anyone with a disorder that impacts their brain's executive functioning, will struggle with motivation. For me, comfort is imperative to staying productive, if I’m shivering at my desk, I’m not being productive, I’m distracted because I'm uncomfortable, and fixated on the idea of going home and getting warm. My productivity would be taxed even further by a midday headache from staring at a computer screen under flickering fluorescent lighting. If a return to office mandate is a must, considering, these, small, but threatening environmental challenges that some face is necessary. If those things aren't taken into consideration, then the basic comfort needs of some employees won't be met– in particular, employees that have Autism Spectrum Disorder (ASD), and/or ADHD. Neurodivergent people often come up with clever, outside-of-the-box ideas, and it’s because their brains process information differently, and that difference often leads to astute and insightful observations. Companies that don’t make reasonable accommodations for this invaluable group of thinkers risk growing stale and uninspired, they also risk losing market space to competitors that are quicker to evolve, innovate and acclimate to the dynamic needs of a growing, ever-changing professional landscape. We have a robust, diverse, and talented workforce- why limit hiring to only those who accept in-person roles, or lack better options?

It's not just neurodivergent employees, or those with environmental sensitivities, fighting RTO though. Instances of workplace harassment are widespread in America. I could provide a statistic here, but those are only reported cases, and I know that a lot of cases aren't reported. Additionally, it's hard to know if all types of harassment are included in that number; is it sexual harassment? Does the number also include racially motivated harassment? Or gender identity based? Or political? It's more widespread than a lot of people realize. Toxic office culture is a real thing. Rising mental health concerns are real. -The two are absolutely related, but which one caused the other is harder to figure out. We have a problem with how we treat each other in America. We’re living in a time of rising tempers, increasing anger, and easier access to dangerous weapons. Everyone has so many rights, and they are hell-bent on protecting them, often to the point that in defending their rights, they trample all over someone else's rights. It's a vicious cycle and until we can return to civility, It would be remiss to not acknowledge that some employees may feel, or be, safer working from home. On the flip side of the coin- there are always going to be employees who prefer an office environment. These extroverted people work best when their surrounded by peers and commotion, and it's just as important to accommodate for them. But it's important to understand that they aren't the norm. Going forward, the places that are concerned with employee productivity, will be flexible when it comes to allowing their employees to work wherever they’re most productive.