Name: 美國企業為何放棄遠程辦公 (Why Corporate America Is Abandoning Remote Work)
Uploaded: 2025-05-06T21:07:36.000Z
Duration: 7 min 36 s

Employees at the Washington Post, they are being ordered back to the office five days a week.

華盛頓郵報》的員工被命令每週五天返回辦公室。

In the years following the pandemic, remote work became the new normal.

在大流行病發生後的幾年裡，遠程工作成為新常態。

I think a lot of organizations threw a lot of trust that they had built up with their employees out the window when they shifted very quickly away from all of the rhetoric around, this is our new normal.

我認為，很多組織在迅速改變 "這是我們的新常態 "的言論時，將與員工建立起來的信任拋到了九霄雲外。

In 2022, fully remote jobs were about 1 in 5 job postings on LinkedIn.

2022 年，LinkedIn 上大約每 5 個招聘職位中就有 1 個是完全遠程的。

如今，這一比例已降至約十二分之一。

About 60% of the applications on LinkedIn are going to remote and hybrid roles, even though they're only about 20% of overall job postings.

LinkedIn 上約有 60% 的申請是針對遠程和混合職位的，儘管它們只佔整個職位發佈的 20%。

Nearly half of hybrid and remote employees said they'd be unlikely to stay at their job if they were called back to their offices full-time.

近一半的混合型和遠程員工表示，如果他們被召回辦公室全職工作，他們不太可能繼續留在自己的工作崗位上。

And if employees do choose to stay, some rebel against the mandates by only making brief appearances in the office, otherwise known as coffee badging.

如果員工選擇留下，有些人就會反抗這些規定，只在辦公室短暫露面，也就是所謂的 "咖啡徽章"。

However, some workers are welcoming the switch.

不過，一些工人對這一轉變表示歡迎。

When Amazon announced fully in office, I was excited to get in there in person with all my teammates.

當亞馬遜宣佈全面進駐辦公室時，我很興奮能和所有隊友一起親臨現場。

So what's causing the push for employees to return to office?

那麼，是什麼原因促使員工重返辦公室呢？

And what does the future of work look like?

There are a couple of reasons why companies might do a return to office mandate.

公司可能會執行重返辦公室任務，這有幾個原因。

One, they have real estate and they want to make use of it.

其一，他們擁有房地產，並希望加以利用。

Another reason is that companies may think that workers are possibly more productive in the office.

另一個原因是，公司可能會認為，工人在辦公室裡的工作效率可能更高。

Shifting labor market dynamics is another one.

另一個原因是勞動力市場的動態變化。

While by broad measures, the job market is doing pretty well with unemployment low and still adding jobs, we do see that the momentum has shifted back to employers.

雖然從總體上看，就業市場表現良好，失業率較低，就業崗位仍在增加，但我們確實看到，就業市場的勢頭已重新轉向僱主。

When supply is up, there are fewer reasons for employers to offer incentives like flexible work.

當供應量增加時，僱主提供彈性工作制等激勵措施的理由就會減少。

There are also certain types of leaders who are more likely to make these demands.

某些類型的領導人也更有可能提出這些要求。

We found return to office mandates are more likely in firms with male and powerful CEOs.

我們發現，在首席執行官為男性且位高權重的企業中，更有可能出現重返崗位的任務。

They are used to working in the office for five days a week, and they feel that they are losing control over their employees who are working from home.

他們習慣於每週五天在辦公室工作，他們覺得自己失去了對在家工作的員工的控制。

And another big reason is stock market pressure.

Return to office mandates are more likely after firms' stock price crash.

公司股價暴跌後，更有可能要求重返辦公室。

And a very easy explanation for the poor performance by the managers is actually employees are being lazy at home.

而管理者業績不佳的一個非常簡單的解釋是，員工在家偷懶。

The most common industries with RTO mandates are finance, insurance, and real estate at 32%, followed by manufacturing at 30%.

有 RTO 授權的最常見行業是金融、保險和房地產，佔 32%，其次是製造業，佔 30%。

Return to office mandates are also viewed by some as backchannel layoffs.

一些人還將返回辦公室的任務視為後道裁員。

A June 2024 BambooHR survey found that 25% of VP and C-suite executives and 18% of HR professionals admitted to hoping that their return to office mandates would lead to voluntary turnover.

奔步人力資源在2024年6月進行的一項調查發現，25%的副總裁和C級高管以及18%的人力資源專業人士承認，他們希望重返辦公室的任務會導致自願離職。

Amazon CEO Andy Jassy denied in an all-hands meeting that the company's five-day in-office mandate had anything to do with this.

亞馬遜首席執行官安迪-賈西（Andy Jassy）在一次全體員工會議上否認公司的五天辦公規定與此事有關。

These organizations may think that their goal is to remove X percent.

這些組織可能認為他們的目標是消除 X%。

That's not going to fix whatever is going on in their organization.

這並不能解決他們組織中的任何問題。

I think what people really want is to work in organizations that have been very deliberate about what they're doing.

我認為，人們真正想要的是在那些深思熟慮的組織中工作。

So that if they have to come into an office every day, they're not spending the entire day in video calls with people in other offices or working from home.

這樣，如果他們每天都必須到辦公室，他們就不會整天與其他辦公室的人進行視頻通話或在家工作。

The big question everyone is asking is whether five days in the office actually improves productivity and firm performance.

每個人都在問的一個大問題是，在辦公室工作五天是否真的能提高工作效率和公司業績。

While Ma's study didn't have a good measure of productivity, the expectation is that higher employee productivity leads to better financial performance.

雖然 Ma 的研究沒有很好地衡量生產率，但人們期望員工的生產率越高，財務業績就越好。

The study found no significant change in the latter.

研究發現，後者沒有明顯變化。

But we do find significant evidence that return to office mandates hurt employee job satisfaction.

但我們確實發現有重要證據表明，重返辦公室的規定會損害員工的工作滿意度。

We collect millions of Glassdoor job reviews, and we found that after return to office mandates, job satisfaction rating is a significant job.

我們收集了數百萬 Glassdoor 工作評論，我們發現，在返回辦公室任務之後，工作滿意度評級是一項重要工作。

A lack of alternative job opportunities doesn't help.

缺乏其他就業機會也無濟於事。

However, some workers do feel that collaboration has improved since being in office full time.

不過，也有一些工作人員認為，自從全職工作以來，合作得到了改善。

I've worked probably three years total of being fully remote.

我大概總共工作了三年，完全是遠程工作。

Personally, it is a large enabler of procrastination, and it doesn't add the same energy as when you're in person.

就我個人而言，它是拖延症的一大助推器，而且它不會像面對面時那樣為你增添活力。

You can have small conversations in an elevator.

You can randomly run into leadership and do an elevator pitch of your idea.

你可以隨意跑到上司面前，在電梯裡推銷你的想法。

But return to office mandates can lead to employee turnover.

但重返辦公室的任務會導致員工流失。

We found that after firms impose return to office mandates, their turnover rates significantly increase, and their hiring rates significantly decrease.

我們發現，在企業強制要求員工返回辦公室後，其離職率會明顯上升，而招聘率則會明顯下降。

And it also takes significantly longer time for firms to hire new employees.

此外，企業招聘新員工所需的時間也明顯更長。

And what's more important is the people who are leaving the firm are not the people you want to lose.

更重要的是，離開公司的人並不是你想失去的人。

These are the female employees, the more skilled employees, and the senior employees.

這些員工包括女性員工、技術熟練的員工和資深員工。

I'm not speaking on Amazon's behalf, but from what I saw personally as an employee at Amazon is that we had a lot of hybrid desks to start when RTO was at three days a week.

我不是代表亞馬遜發言，但作為亞馬遜的員工，我親眼看到，當 RTO 為每週三天時，我們有很多混合辦公桌。

And moving to five days a week from the offices that I've seen my other coworkers in, they have had modified policies if they didn't have enough desks.

我見過的其他同事的辦公室，如果沒有足夠的辦公桌，就會修改政策，改為每週工作五天。

But I think this is a very rare exception case.

但我認為這是一個非常罕見的特例。

One of the major arguments for RTO mandates are the small businesses that need to be busy in order to thrive.

RTO 授權的主要論據之一是，小企業需要忙碌才能茁壯成長。

There are a lot of businesses that depend on workers in the office.

很多企業都依賴辦公室裡的工人。

And when workers are not in the office, these businesses don't do well.

而當工人不在辦公室時，這些企業的業績就不會好。

I think it will happen in the next few years.

我認為這將在未來幾年內發生。

There will be more firms trying to call employees back to the office, but most firms will still be hybrid rather than a five-day return to office.

將有更多的公司嘗試召集員工返回辦公室，但大多數公司仍將採用混合方式，而不是五天返回辦公室。

Ma believes that smaller firms will not follow the lead of larger ones on RTO because they can't afford to lose talent.

Ma 認為，小公司不會效仿大公司的 RTO 做法，因為它們承受不起人才流失的代價。

So the big firms can afford losing some talents in the short term, but the smaller firms are actually providing flexibility as a way to attract talents from the bigger competitors.

是以，大公司可以在短期內承受一些人才的流失，但小公司實際上是在提供靈活性，以此從更大的競爭對手那裡吸引人才。

Two popular methods that organizations have used to adopt hybrid work models are to enforce a three-day in-office mandate or use a team choice approach.

在採用混合工作模式方面，各組織常用的兩種方法是強制執行三天在辦公室工作的規定或採用團隊選擇法。

The team choice approach is better than three days in-office mandates.

團隊選擇的方法勝過三天的辦公室任務。

When firms impose three-day return to office mandates, it creates a big trust issue.

如果公司規定員工必須在三天內返回辦公室，就會產生很大的信任問題。

Basically, the managers are telling employees that I do not believe you are actually working in the home.

基本上，經理們是在告訴員工，我不相信你們真的在家裡工作。

In contrast, by allowing teams to make the best decisions for themselves, companies are actually empowering teams.

與此相反，通過讓團隊為自己做出最佳決策，公司實際上是在為團隊賦權。

Organizations also have the option of reversing an RTO mandate based on employee feedback, like H&R Block did after initially announcing a three-day in-office mandate.

企業還可以根據員工的反饋意見來撤銷 RTO 任務，就像 H&R Block 最初宣佈三天辦公任務後所做的那樣。

One trend that's currently favoring employees is demographics.

目前對員工有利的一個趨勢是人口統計。

The population is aging and our workforce is set to shrink.

人口正在老齡化，我們的勞動力隊伍也將縮小。

As that shrinks, employers are going to have to do more to attract employees and offering flexible work might be the thing that they have to do.

隨著這種情況的減少，僱主必須採取更多措施來吸引員工，而提供靈活的工作方式可能就是他們必須做的事情。

At the end of the day, there's a lot of people talking about RTO as a very simple answer for fixing a lot of very complicated and complex problems within organizations.

歸根結底，很多人都在談論 RTO，認為它是一個非常簡單的答案，可以解決企業內部很多非常複雜的問題。

Maybe it has a role in certain environments and in certain cases done thoughtfully, but if we think we're going to kind of wave the magic RTO wand and fix some really fundamental problems in our organizations, we're going to be pretty disappointed.

也許在某些環境中，在某些深思熟慮的情況下，它可以發揮一定的作用，但如果我們以為揮一揮神奇的 RTO 魔杖，就能解決組織中一些真正根本性的問題，那我們將非常失望。