A recent BambooHR study found that 32% of managers admitted that their organization’s return to office policies were more centered around monitoring employees. This raises concerns because if performance indicators have not declined, there should be no mandate to return to office, if a task can be efficiently done remotely.

Remote work should be viewed as a chance to access a wider talent base. For example, a person who is highly skilled may be in Florida but not be able to move to an office in Tennessee; they still can be a valuable contributor while working remotely.

Some companies believe that remote work causes decreased collaboration, performance and productivity. However, 42% of employees believe the reason they must be physically at work is to be noticed by their managers, which has nothing to do with collaboration.

Hiring managers have admitted that bringing employees back to the office hasn’t improved productivity. The fact productivity remained consistent whether working remotely or in the office suggests that this is a management issue more than an employee. Effective management involves understanding team skills, specialties and leveraging them to maximize productivity, not just mandating office return.

BambooHR also found that employees are often required to stay visibly online even after completing tasks. Managers seemingly associate online presence with productivity. This mindset penalizes proficiency and fails to recognize actual task completion as the true measure of productivity.

Whether you are working remotely or back in the office, companies have a need that is not being met which may lie on the management side. Without a clear strategy, strong leadership skills, and insightful guidance, managers will struggle to leverage their team’s capabilities, efficiency, productivity and overall time. The focus should be more centered on those types of key performance indicators rather than valuing a physical presence or constant online activity.