As industry giants enforce full-time office mandates and the rest of the corporate world feels pressure to follow, a staggering 28% of employees are ready to quit rather than give up the flexibility. This shift highlights not only the changing dynamics of work but also the need for companies to stay ahead of trends affecting employee engagement and digital transformation.

In recent months, the push for a return to the office has gained momentum, spearheaded by industry giants like Amazon, Apple, and BlackRock. This shift has prompted a critical question: Is everyone headed back to the office? As more companies reintroduce in-person work requirements, the trend raises important concerns about whether the wider workforce is ready—or willing—to follow suit.

To explore this further, we conducted a survey of 187 full time workers on Glimpse to gauge their sentiments on returning to the office, revealing diverse perspectives on the future of work and what it means for both employees and employers.

Remote Work is Still Prevalent, But Office Returns are On the Rise

The survey reveals that 51% of respondents currently engage in some form of remote work, while 32% follow a hybrid model—demonstrating that flexibility remains a critical feature of today’s work environment. However, despite the popularity of remote arrangements, nearly 48% of employees have been asked to return to the office full-time, signaling a significant push from employers to revert to pre-pandemic work norms.

This shift is not without resistance. Many employees remain divided on the merits of returning to the office, with 30% of respondents willing to work for companies enforcing full office returns, while 19% firmly oppose it. These numbers highlight a growing rift in how work flexibility is viewed across the workforce.

Flexibility is the New Expectation

With 28% of employees stating they would strongly consider leaving their jobs if a full-time office mandate was enforced, companies need to carefully consider their approach to workplace policies. These insights demonstrate that flexibility is not just a perk—it’s a critical factor impacting employee engagement, retention, and ultimately, digital transformation goals.

Employees also expressed a strong preference for remote work due to reasons such as increased productivity, a better quality of life, and the elimination of daily commutes. On the flip side, respondents who are more open to returning to the office cite higher pay and additional benefits as factors that could sway their decision.

In your opinion, is the push for a return to the office more about control than productivity? Explain your reasoning:

It's about control and the money the company spent on office buildings. (emotion: distrustful, sentiment: negative)

Most studies indicate either no negative impact on productivity or actually a positive impact. I believe in most cases it is insecurity and inability to manage workers effectively without micromanaging them that is behind this RTO (emotion: suspicious, sentiment: neutral)

It's not about control, it's about the work ethic, building a team, defining a purpose, managing and relating to other people and circumstances. (emotion: satisfied, sentiment: positive)

How Regional Differences Shape Workplace Attitudes

Glimpse AI reveals that regional variations provide deeper insights into evolving return-to-office attitudes across the country:

South (40.1%): High skepticism toward full-time office return due to commute concerns; strong preference for remote flexibility.

Midwest (23.0%): Mixed views; value structured office settings but face trust issues with leadership rooted in traditional work culture.

Northeast (18.7%): Sees office return as a growing trend; values productivity and in-person collaboration in business-heavy areas.

West (18.2%): Strong preference for remote/hybrid models driven by tech culture; reliant on high-tech solutions for seamless remote work.

Leadership Trust is in Question

A significant aspect of this survey revolves around how leadership communicates changes in work policies. 21% of respondents report a loss of trust in leadership following statements like those from Starbucks CEO Brian Niccol, who suggested that employees should “figure out where they need to be,” adding, “We’re all adults here.” While the intent may have been to convey flexibility, many employees found it dismissive, further fueling the perception that leadership is out of touch with employee needs.

Leadership trust directly influences employee engagement. A lack of transparency and empathy in communication can undermine employees' connection to their organization, highlighting the importance of a leadership approach that aligns with both business goals and employee needs.

However, not all feedback was negative. 25% of respondents expressed increased trust in leadership when they perceived statements to reflect a genuine commitment to work autonomy. This divide in perceptions illustrates that communication from leadership has a direct impact on employee morale and trust.

The Future of Work: Uncertainty and Adaptability

Looking ahead, the future of workplace arrangements remains uncertain. The survey shows a broad spectrum of opinions on whether office work will remain the norm in the next eight years. 28% of respondents believe remote work will continue to be a dominant trend, while others remain neutral or anticipate a slow return to office-based settings.

This uncertainty reflects the ongoing debate among companies about the best way forward. As employees continue to push for greater autonomy, companies will need to balance productivity with employee well-being, all while keeping a close eye on retention risks.

Reflecting on your own experiences, what would make (or would have made) you more willing to return to the office full time?:

Key Takeaways for Employers

According to Glimpse AI, this survey offers several key lessons for businesses navigating the return-to-office debate:

1. Flexibility is Essential: With nearly half of the workforce favoring remote or hybrid models, companies need to embrace flexibility as a core part of their employment offerings.
2. Leadership Communication Matters: Statements from leadership play a crucial role in shaping employee trust. Open, transparent, and empathetic communication will help bridge the gap between management and employees.
3. Incentives Could Drive Office Returns: While many employees prefer remote work, incentives like higher pay, better work conditions, and enhanced benefits could encourage more people to return to the office.
4. A One-Size-Fits-All Approach Won’t Work: Different employees have different preferences. Offering a mix of work arrangements will help address the varied needs of a diverse workforce.

Conclusion: The New Normal is Here, But It’s Still Evolving

The post-pandemic work landscape is still in flux, impacting not just where work happens but also how companies can foster stronger employee engagement and drive digital transformation. One thing is clear: employees value flexibility, trust, and autonomy, and companies that fail to recognize this risk losing their top talent. The challenge for leadership moving forward will be to create work environments that are both productive and adaptable to individual needs, striking a balance that fosters both employee satisfaction and organizational success.

By focusing on clear communication, flexibility, and employee well-being, companies can position themselves to thrive in this new era of work.

Clients use Glimpse to understand employee concerns about returning to the office and leveraged these insights to build a flexible, hybrid work policy that boosted retention. Leveraging advanced insights, Glimpse can analyze trends to keep your company ahead of the curve, especially in adapting to remote work dynamics. Discover how our approach can elevate your market research and empower your business with actionable intelligence—reach out to Glimpse today.