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Recently, we received the fateful announcement about returning to the office in September. I was already dreading the awkwardness of a virtual meeting with over 200 colleagues from various locations. I expected mostly silence as we listened to management extol the joys of reconvening and returning to “normal.” However, I was unprepared for the outrageous comment that followed.
“I’m offended that we’re being divided into vaccinated and unvaccinated groups. The best immunity comes from being exposed to the virus,” an anti-vaccine coworker declared. Thankfully, everyone was muted, as I certainly wasn’t the only one who thought, “What in the world?”
For months, the idea of returning to the office has been in the air. Initially, many thought the pandemic would resolve quickly, but, as we all know, that didn’t happen. After much back and forth, we’re now facing a return to in-person work.
Why Change What Works?
Even before the pandemic, some employees in my department worked from home regularly. If we had a doctor’s appointment or weren’t feeling well, the option to work remotely was encouraged. It made sense—if the work is being completed, why should anyone be micromanaged?
Different companies are approaching the return in various ways, with some advocating for a full return while others consider a hybrid model. The fundamental question remains: why fix something that isn’t broken? If businesses managed to thrive during the last year and a half with remote work, why is it now imperative to pack us back into cubicles?
I genuinely enjoy many of my colleagues, but returning to an office environment isn’t going to enhance those relationships, especially with uncertainty about their vaccination status. I used to believe that educated and responsible individuals understood the serious implications of neglecting social distancing and mask-wearing, but I’ve learned otherwise.
The Reality of Office Dynamics
Am I referring to children on a playground? I wish I were. If only we could behave like adults in a professional environment. But the reality, as highlighted by my colleague’s comment, suggests otherwise.
Exposure to COVID-19 is not a valid method for building immunity (that’s just plain science). Let’s assume, for argument’s sake, that this comment was merely an opinion. This colleague deemed it important enough to share with over 200 people, most of whom they’ve never met. So, what makes us think they will adhere to workplace guidelines? Will they keep their distance? Wear masks? This company is relying on an honor system—do we really believe they’ll stay home if they’re feeling unwell and avoid spreading germs?
The answer is a resounding no. Those questions will shift from hypothetical to reality if employees are forced back into the office, leading to a constant state of anxiety instead of focusing on work. Instead of productivity, employees will be consumed with worry about their safety and the health of their families.
The Case for Continued Remote Work
Employers didn’t hire their staff based on their moral compass; they were selected for their skills. This entire push to return to the office for the sake of morale and productivity is misguided. People won’t be able to perform at their best when they’re concerned about their safety. Call me dramatic, but the rising COVID-19 cases due to the Delta variant are alarming, and I’m honestly scared.
Furthermore, morale won’t magically improve. There will always be those who dominate discussions and dismiss differing opinions, creating resentment among coworkers who take the pandemic seriously.
This discussion was ignited by a single comment on a conference call—imagine hearing that in person from someone mere feet away from your desk!
Let’s not foster division by insisting on a return to an outdated office environment. I would much prefer to work in peace and safety from home. Employers should avoid forcing employees to choose between their jobs and their well-being—trust me, the backlash won’t be pleasant.
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