43% of people would rather get a divorce than return to the office

Ask people what major life challenges scare them the most, and you may expect responses such as getting sick, facing financial ruin, returning to the office… Wait, what?

According to a new survey from LiveCareer, when asked to rank their fear of working in a traditional office setting for the rest of their career compared to some of life's other difficulties, four out of 10 respondents said RTO was more frightening than getting a divorce, getting into a car accident, or natural disasters such as earthquakes and hurricanes. Another 24% said developing a chronic illness was not as scary to them, and 20% were less worried about running out of money during retirement.  

"The pandemic gave a wide swath of workers a taste of remote and hybrid work, and they have seen how their work lives can be when they aren't forced to adhere to rigid schedules," says Eric Ciechanowski, a career expert with LiveCareer. "People are spooked at the thought of going back to the way it used to be, and this conveys in no uncertain terms that something has to change."

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Part of people's hesitation may in fact have more to do with their love for working remotely than their dread of office life. Eighty-two percent said working remotely is better for their mental health and 62% said a remote setting brings the highest level of job satisfaction. One in six noted they feel most productive and motivated when working remotely full-time, with 44% reporting they actually work longer hours while at home. 

"These numbers say a lot about the demands on-site work puts on people," Ciechanowski says. "It's clear that going into an office full-time presented challenges to workers that employers weren't aware of or sensitive to pre-pandemic. If productivity is the goal, employers should listen to what their workers say and create policies that benefit everyone."

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For any transition back to the office to be successful, ongoing open and transparent communication is essential, emphasizes Ciechanowski. The expected timeline, any changes in policies and clear explanations will all help to build trust and minimize worker concerns, he says. Additionally, leaders should noticeably adhere to the same expectations put in place for other employees. 

"Especially in the early stages of the transition, regular updates, whether through email, company meetings or internal newsletters can keep employees informed," Ciechanowski says. "This also provides opportunities for questions and feedback." 

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While employers and employees may never agree on the ideal schedule, a compromise is often possible. For nearly a quarter of survey respondents, a hybrid working schedule was most appealing, which leaves leaders who insist on some level of return with a little wiggle room when designing their RTO policies. 

"Leadership needs to recognize that employees may have different circumstances and preferences when it comes to returning to the office," Ciechanowski says. "Be as open as possible to accommodate flexible work arrangements, such as staggered schedules, hybrid work options or occasional remote work. Companies that are willing to be flexible with RTO policies will be the most attractive."