Presence Over Productivity

Despite study after study showing that hybrid and remote work is a win-win for both employers and employees, some leaders are convinced that productivity and collaboration can only thrive within the glow of fluorescent lighting, and mediocre coffee. The Ontario government recently jumped on that bandwagon, announcing that all inside provincial employees will return to the office full-time, even if there aren’t enough desks for everyone, ending hybrid and remote arrangements. They’re not alone, several private sector employers are making the same call. While it might look like a straightforward policy change, the way people experience it is anything but.

Authentic Blues are likely to notice the human impact first. They’ll see colleagues struggling with commutes, families reworking their schedules, and teams showing up to the office feeling drained before the day even begins. They tend to carry the weight of culture and morale on their shoulders, so they’ll probably be the ones checking in on people, doing their best at keeping spirits afloat, and organizing the occasional team building activity to soften the blow. At the same time, Authentic Blues feel frustrated when leaders equate “showing up” with genuine collaboration. For them, culture isn’t about warm bodies occupying space, it’s about people feeling seen and supported.

Inquiring Greens, are scratching their heads, and will continue to do so. If the studies overwhelmingly support hybrid and remote work, why are we doing the opposite? Inquiring Greens live on evidence and logic, and they’re not impressed when policies contradict both. While they’re probably not going to stage a sit-in in the break room, or stage a dramatic protest in the parking lot, don’t be surprised if they’re secretly running experiments in efficiency; finding new ways to minimize wasted time, optimize workflows, or analyzing the hours lost in traffic against actual productivity. They may not say it out loud, but they’ll be wondering whether this return-to-office move is about outcomes or optics, even though they already know the answer.

Organized Golds will take the change in stride, at least after getting through an adjustment period. Structure, predictability, and routine are in their comfort zone, and having clear expectations about where they’re supposed to be each day isn’t necessarily unwelcome. But they’re also always on the lookout for inefficiency, and commuting two hours just to sit in a different and answer emails doesn’t exactly scream “best practice.” Organized Golds will do their duty, but they’ll want that effort recognized, and they’ll be quietly cataloguing all the ways this policy could be better executed. If the return is handled well, they’ll become the backbone of the new routine. If not, they’ll be the first to point out the cracks.

Resourceful Oranges are the least likely to be thrilled by the end of hybrid work. They thrive on flexibility, variety, and freedom, and a rigid five-days-a-week structure not only cuts down on their ability to multitask, but it feels like being on a short leash. Most offices frown on hanging up your laundry and chopping vegetables for dinner in your workspace while taking part in an all-hands meeting. But if there’s one thing Resourceful Oranges do well, it’s adapting on the fly. Once back in the office, they’ll find clever workarounds, troubleshoot problems as they pop up, and help others see possibilities instead of roadblocks. Their ability to turn challenges into opportunities means they won’t just survive the change, they’ll often make it work better than anyone expected.

It’s easy to look at the return to in-office work as a loss for Introverts and a win for Extraverts. Introverts, who found quiet sanctuary in their home offices and four-legged coworkers, may feel like the rug’s been pulled out from under them; Extroverts, who thrive on hallway chatter and spontaneous conversations, might initially welcome the return, but  even they could find their enthusiasm crushed after a week of delays on the GO Train, or getting lost in the PATH. How people handle this shift isn’t just about being an Introvert or an Extrovert; it has more to do with what matters to them and how they like to work than whether they recharge alone or in a crowd.

Real life isn’t a spreadsheet, no matter how good policies look on paper. People bring their quirks, habits, and priorities along for the ride, and ignoring that makes the return-to-office experience rougher than it needs to be. Leaders who notice these differences, and work with them rather than against them, will have a much easier time. For anyone still banking on in-person magic, don’t be surprised if most of the day is still spent on Zoom or Teams, talking to colleagues who are literally in the same building. Maybe the “collaboration problem” wasn’t the commute after all.