"In other words, this isn't about your performance. It's about alignment. Your employer has the right ‒ and the responsibility ‒ to decide how work happens. That includes whether roles are in-person, remote, or hybrid. Those decisions aren't made to single you out. They're driven by leadership philosophy, long-term business strategy, collaboration needs, talent development, and how leaders believe culture is built and sustained."
"And yes, culture really matters. Employees don't just produce work; they develop, learn, and build trust through collaboration. And proximity makes certain things easier: informal coaching, real-time problem solving, relationship building, and visibility into how decisions get made. For many organizations, especially those focused on developing future leaders, those benefits aren't optional ‒ they're strategically critical."
Employers have the right and responsibility to determine whether roles are in-person, remote, or hybrid based on leadership philosophy and long-term business strategy. Location decisions are driven by collaboration needs, talent development priorities, and beliefs about how culture is built and sustained. Proximity facilitates informal coaching, real-time problem solving, relationship building, and visibility into decision-making, which support development and trust. Remote work can deliver strong results for certain roles and individuals and has clear value. Alignment between employee work location and employer expectations matters even when performance is strong.
Read at USA TODAY
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