Working From Home (“WFH”) – Is the U.S. Business Climate Losing its Professionalism?

Chances are, you’ve never had a candidate bring their cat into a job interview. Most of us can agree: doing so falls outside the norms of professional conduct that we are accustomed to.

Recently, though, I held a job interview over Zoom where the person’s cat was present - in fact, crawling all over them and being quite distracting in the process. I found myself pondering the fact that such a thing would never occur in an in-person environment - so why did this candidate think it was acceptable during a remote interview?

And what does it all say about remote work in general? How is the WFH revolution really impacting professionalism?

The shift toward remote work, commonly referred to as working from home (WFH), has transformed the landscape of the U.S. business climate. According to Pew Research, about one third of employees who are able to do their jobs remotely now do so full-time. Additionally, their research shows that 41% of people who are able to work remotely rely on a hybrid schedule (in the office some days, home on others).

The COVID-19 pandemic accelerated this transition, forcing organizations to adapt quickly to a new way of operating. While the benefits of WFH are well-recognized, it raises important questions about professionalism in the workplace. In this article, we explore the good, the bad, and the ugly aspects of WFH and consider how effective leadership can navigate this evolving environment.

Our Observations: The Good, the Bad, and the Ugly

Chances are, you’ve worked from home at some point (if not all the time). You might be reading this from your home office with your cat on your lap. As I said, the benefits of working from home are clear to most people. That being said, who is benefitting most? There’s no doubt that remote work enhances work-life balance for individuals - but how does it impact their employer?

Positive Changes

One of the most significant advantages of WFH is the ability to attract top talent. Companies can now hire individuals from diverse geographic locations, broadening their talent pool. This flexibility can lead to a better fit between employees and company culture, ultimately enhancing productivity. Additionally, organizations can experience substantial overhead savings, as they may require less office space and reduce operational costs. Research from Global Workplace Analytics shows that companies can save up to $20,000 per employee, and there are broad savings on real estate costs, relocation expenses, and even construction for ADA compliance. Plus, the majority of employees consider remote work a huge perk, and a lot of them would be happy to have a WFH arrangement in lieu of a raise.

Moreover, WFH allows employees to operate in their everyday environments, revealing aspects of their personalities and work habits that may not surface in a traditional office setting. This transparency can assist managers in making informed decisions regarding team dynamics and individual contributions. Many employees report increased productivity due to the elimination of daily commutes, raising the question: productivity for whom? While individuals may feel more efficient, it is essential to examine whether this productivity aligns with organizational goals.

WFH Hurdles

On the flip side, the WFH model presents significant challenges, particularly regarding employee retention. While talent pools have expanded, so has the agility of potential employees. The ease of job switching in a remote work environment has heightened competition for talent. With minimal barriers to switching jobs, organizations may find it increasingly difficult to maintain a loyal workforce.

Furthermore, the professionalism of younger generations is under scrutiny. Instances of employees attending Zoom calls from coffee shops or participating in conference calls while commuting may suggest a decline in workplace decorum. This behavior raises concerns about individuals becoming desensitized to their professional roles, potentially affecting overall collaboration and team orientation.

Consider client-facing roles: new-to-the-workforce employees need some form of mentorship to pick up all of the informal norms of a business environment. As most corporate leaders know, there is more to moving up the ladder than just hitting your crucial KPIs. Relationship-building, social skills, and other contributions also make a difference in overall success, but those things are hard to assess when you’re not in the same space as someone.

The rise of multitasking also prompts questions about effectiveness. While employees may feel capable of juggling multiple tasks simultaneously, this can lead to a lack of focus and decreased quality of work. A host of research tells us that multitasking doesn’t work the way we hope it does. According to the APA, psychologists who study what happens to cognition when people try to perform more than one task at a time have found that the brain is not designed for heavy-duty multitasking.

One must also consider the concept of “disconnection”, which emerges as individuals grapple with feelings of separation from their teams and organizations, fostering a culture of individualism rather than collaboration. There are potentially negative impacts on creativity, collaboration, innovation, and output.

The Real Impacts

The challenges of WFH can lead to profound consequences for workplace culture. As employees become more disconnected, there is a risk of diminished engagement and commitment to team goals. This disconnection can manifest as a type of “separation anxiety,” where individuals feel isolated and less inclined to contribute to collective efforts. If you don’t really care about or even know your colleagues, how eager are you to contribute to their success?

Effective leadership in this landscape becomes crucial. Are organizations setting clear expectations for remote work, or are they hesitant to confront these issues? Because employees love WFH so much, it can be difficult to have honest and transparent conversations about all of the effects - positive and negative. Managers may struggle to adapt to a virtual environment, leading to diminished effectiveness. Establishing a culture that aligns with expectations is vital for maintaining professionalism.

Effective Leadership in a WFH World

In this new normal, setting clear expectations is paramount. Executives must lead by example, demonstrating commitment to a culture that balances the needs of employees, clients, and the organization. Crafting a strong company culture is a multifaceted process, including hiring practices, effective communication, and the right technological tools.

Sagin’s perspective emphasizes that professionalism is not inherently lost; rather, it is defined by how organizations choose to cultivate their culture.

The truth is that allowing a culture to develop organically without intentional guidance can jeopardize an organization’s integrity. Success requires deliberate planning and execution, ensuring alignment with stakeholder expectations. In other words, company culture isn’t something that happens by accident.

As we continue to navigate this evolving landscape, organizations must recognize that professionalism is within their control. By fostering a deliberate culture that prioritizes collaboration, accountability, and connection, businesses can thrive in a WFH world. The balance between individual productivity and team cohesion will ultimately define the future of professionalism in the American workplace.

Sagin works with executives to create a workplace culture which mirrors the values of the organization. Through collaboration and building strategies which motivate and inspire teams to work cohesively and efficiently. Talk with our experienced professionals to help you build the culture and work environment that optimizes performance. Contact us at info@saginllc.com