The focus of return-to-office discussions have long focused on the individuals. Why might workers prefer to stay home? Which age groups are most amenable to in-person work, and which are most combative? Does office collaboration make the most sense for creative types or heads-down numbers people? Can workers really be productive left to their own devices?
Yet the lingering question of how widespread remote work shapes company outcomes, as well as the wider sector landscape, largely remains unanswered because the whole experiment remains in flux. But a new working paper from researchers at the University of Michigan and University of Chicago, titled “Return to Office and the Tenure Distribution,” comes fairly close to positing an answer: Return-to-office (RTO) mandates, when they’re not wanted, are bad news for companies looking to keep their talent.
