By 
It was April 2020.
The world was turning upside down. I was on a Zoom call, trying to reassure my team while my kids were building out their virtual classrooms all around the house. “We’ll get through this,” I said, hoping I sounded more confident than I felt. I had a strong sense that this was just the beginning of a massive shift in how we work.
RTO Mandate
Fast forward to mid-2023. A CTO friend’s company had just mandated a strict 3-day in-office policy. Within weeks, the fallout was clear. Top talent jumped ship or just disengaged, morale tanked, and once-thriving teams were left scrambling. “It’s like they didn’t trust us to do our jobs,” she lamented over coffee. “All that talk about flexibility and work-life balance? Out the window.”
Why?
Contrast that with my own experience. In early 2022, our leadership team took a different approach. We recognized that while in-person interaction is invaluable, it doesn’t require constant co-location. Instead, we designed a thoughtful hybrid model.
We took inspiration from Steve Jobs, who famously designed Pixar’s headquarters to maximize “serendipitous encounters.” His logic? Unplanned interactions often spark the best ideas. But we also knew that deep focus work requires solitude and autonomy.
So after much conflict and discussion we decided to make in-office time like field trips – intentional, high-impact, and even a little fun. We focused on activities that truly benefited from face-to-face engagement: strategy sessions, performance reviews, career development conversations.
By design we capped it at 10-20% of total work time and made sure all travel was fully compensated.
Look forward to…
The results were game-changing. Productivity soared as people enjoyed the autonomy to work how and where they performed best. The uncertainty of changing policy was gone. Collaboration flourished as in-person time became something to look forward to rather than dread. I remember closing out what I thought was a particularly draining business review when one if our VPs looked across the room and said, “Look forward to doing this again next month…”
And by rethinking our real estate and commuter benefits, we even managed to cut costs over a 3-year period.
But the real magic was the trust it built. By empowering people to own their schedules, we showed that we valued results over face time. We trusted them to do their best work, and they rose to the occasion.
I have more time and energy
Personally, working from home has made me a better leader and colleague. I’m more focused, more efficient, and frankly, happier. I don’t waste hours commuting or navigating someone else’s definition of corporate socializing. Instead, I pour that energy into my clients, teams and outcomes. And, I have more time and energy for the people that mean the most to me in my life – my family and friends.
Of course, it’s not without challenges. I’ve had to be more intentional about communication and connection. But that’s made me a better listener and a more empathetic manager. I check in regularly, but I don’t micromanage. I trust my team to come to me when they need support.
Do the right thing
The data backs this up. Study after study shows that autonomy and flexibility drive engagement, productivity, and job satisfaction. People are more innovative, more resilient, and less likely to burn out when they have control over their work environment.
This isn’t about individual preferences; it’s about recognizing that one size doesn’t fit all. Some people thrive in the buzz of an office. Others need quiet and solitude to do their best work. The key is creating a culture that supports and empowers both.
As leaders, our job is to set clear expectations and then give people the trust and tools to meet them. It’s to measure output, not hours. It’s to create opportunities for meaningful connection, not just mandatory face time.
Work isn’t a place
The past few years have taught us that work isn’t a place; it’s what and why you do – with some control over the how. And when we trust people to do it well, incredible things happen. Teams are stronger, solutions are more creative, and businesses are more adaptable.
So while I miss the serendipity of hallway conversations, I wouldn’t trade the benefits of hybrid work. It’s made me more productive, more present, and more fulfilled in all aspects of my life.
As we navigate this new world of work, let’s focus on building a culture of trust, empowerment, and genuine connection. Because when we get that right, it doesn’t matter if you’re in a corner office or a corner of your living room. What matters is the impact you make and the team that’s got your back – no matter where you are.
And remember. We are all just doing our best.
Always Assume Positive Intent.
Let me know how I can help.
Adi
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