As organizations pivot from remote work to full-time or hybrid office models, employees are feeling the pinch—not just in their daily routines but also in their wallets. A recent survey by BetterUp has brought to light a startling revelation: the shift back to the office is costing employees the equivalent of a month’s grocery bill, and it’s fostering a growing sense of resentment.
The survey, which involved 1,400 full-time U.S. employees mandated to return to in-office work, uncovered that the transition has led to increased burnout, stress, and turnover intentions. Trust in organizations has dwindled, along with engagement and productivity levels. These findings underscore the importance of handling the return-to-office (RTO) transition with ‘a high level of humanity, sensitivity, and empathy,’ failing which, workplace culture and the workforce’s sense of belonging take a severe hit.
The challenges of RTO are multifaceted. While working in person has its perks, such as increased life satisfaction and social connectedness, the way RTO mandates are communicated and implemented can breed resentment. This resentment can prevent employees from bringing their authentic selves to work and investing in their colleagues.
The commute emerges as the most challenging aspect of RTO, with even 30-minute commutes linked to higher stress and anger, and those over 45 minutes affecting overall well-being, daily mood, and health. Surprisingly, the second most challenging aspect is the loss of flexibility to manage work and home tasks, which in our fast-paced world, is a significant concern for those trying to ‘do it all.’
Contrary to some leaders’ beliefs that remote work leads to multitasking at the expense of work, the survey found that remote workers contribute more total hours to their companies. This suggests that remote work is a net gain for organizations.
The financial burden of RTO is also non-negligible. Employees spend an average of $561 monthly on transportation, child and pet care, and domestic assistance upon returning to the office. This amount is comparable to the average grocery bill for a two-person household in the U.S. for an entire month.
So, what can employees do if faced with an RTO mandate? They can try to maximize the benefits of in-person work, such as deepening relationships and collaborating more effectively with coworkers. They can also view the return as an opportunity to establish a better work-life balance and create new, healthier habits. Lastly, employees should feel empowered to communicate their needs to their managers, whether for a late start to accommodate school drop-offs or better commuter benefits to alleviate financial burdens.
In conclusion, while RTO mandates aim to enhance connection and culture within organizations, they can have unintended consequences on employees’ well-being and finances. Employers must recognize these challenges and address them with empathy and support to ensure a smooth transition for their workforce.
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Employees are spending the equivalent of a month’s grocery bill on the return to the office–and growing more resentful than ever, new survey finds
Employees Are Spending the Equivalent of a Month’s Grocery Bill on the Return to the Office
