From Remote Work to the Hybrid Model
(My article, published in Inc. Türkiye)
As we all know, remote work became the dominant model in the business world during the pandemic, initially as a necessary solution. Many large and mid-sized companies embraced it, leveraging the capabilities of modern technology. Recently, however, calls for a return to the office have been gaining momentum. So why are some companies choosing to bring employees back to office? And just as importantly, how is this transition being managed - and what does the future of work look like?
Despite its advantages, remote work has always been a topic of debate when it comes to long-term sustainability. Many major companies see a return to the office as critical - especially for innovation, strengthening company culture, and improving internal communication. Leaders and experts argue that face-to-face collaboration revitalizes team spirit and promotes creativity through spontaneous exchanges of ideas.
Take Elon Musk, CEO of Tesla, for example - he openly criticized remote work for lowering productivity and called employees back to the office. For Musk, in-person interaction is essential for developing innovative ideas. Similarly, David Solomon, CEO of Goldman Sachs, labeled remote work as an “abnormal situation,” insisting that young professionals in finance can only grow effectively in a traditional office environment. Amazon prioritizes in-office work in its key departments to boost operational efficiency. Following Bob Iger’s return to Disney, the company emphasized the importance of conducting creative processes face-to-face for greater productivity. Netflix, JPMorgan Chase, and Morgan Stanley are among the other major corporations encouraging employees to return to the office.
Big Companies Favor Hybrid Models
Instead of completely abandoning remote work, many large corporations are now adopting hybrid models that combine flexibility with the benefits of face to face collaboration. Tech giants like Microsoft, Google, and Meta have introduced mandatory in-office days to strengthen direct communication among employees.
Microsoft encourages employees to work from the office a few days a week while allowing remote work on other days, and is enhancing tools like Teams and Azure to support seamless communication. Google requires employees to work on-site three days a week and supports digital workflows through its Workspace platform. Likewise, Meta has embraced a hybrid setup with three days in the office each week.
Globally, while U.S. and European companies are generally leaning toward hybrid models, the approach is different in Asia. In countries like Japan, China, and South Korea, where in-person work carries strong cultural significance, companies are largely encouraging a full return to the office.
For mid-sized companies, returning to the office can offer crucial benefits in terms of operational efficiency, cost management, and internal coordination. The challenges of making large-scale investments in digital infrastructure often push these companies toward more in-person work. They are also ramping up in-person training and mentoring programs to support employee development and engagement.
The Employee Perspective
From the employee’s point of view, motivation and productivity are closely tied to how they experience this transition. While many workers prefer the flexibility of remote work, they also express concerns about returning to the office - especially regarding commuting time and maintaining work-life balance. That said, some employees value the office environment for its opportunities for social interaction and career development. Still, giving up the comfort of working from home isn’t something most are eager to do. This makes it all the more important for companies to develop flexible, hybrid models that reflect employees’ evolving expectations.
From a leadership standpoint, managing remote or hybrid teams introduces new responsibilities. Communication, performance evaluation, and team motivation can be more complex when people are not physically together. To address these challenges, leaders must strengthen their communication skills, use digital tools effectively, and develop innovative approaches to boost employee engagement.
Ultimately, the growing trend toward returning to the office - and the fact that it varies by industry, company size, and region - shows that the future of work won’t be defined by a single model. As companies seek productivity and collaboration while employees value flexibility and work-life balance, hybrid work models are likely to become not just common, but permanent.
Mustafa İÇİL
