WFH vs WFO — Why Can’t I Get My Team to Come to the Office Anymore?

"The art of communication is the language of leadership." — James Humes

As the work environment continues to evolve, a generational divide is increasingly evident, especially when it comes to returning to the office. On one side, you have Gen X and Millennial leaders - seasoned professionals who spent the formative years of their careers honing their skills through face-to-face interactions—working with presales consultants on a client pitch, brainstorming with the marketing team on an event, meeting channel colleagues to orchestrate the right partner strategy, collaborating with customer success colleagues for post-sales engagement. For them, these in-person connections were not just routine but instrumental in shaping their careers. The ability to shadow mentors, observe nuanced communication, and immerse themselves in the corporate culture was a privilege that molded their professional identities.

Then, there’s Gen Z, the new wave of talent who entered the workforce just as the world was thrown into chaos by the pandemic. For them, most of their career has unfolded behind a screen, and YouTube videos or podcasts substituting for in-person training. The notion of commuting to an office seems almost counterproductive when the workday is already packed with virtual meetings.

As a result, many leaders are trying,  sometimes desperately,  to bring their teams back to the office, offering team lunches, bonding events, and in-person celebrations. But the outcomes are not always as expected. The younger generation of sales professionals, for instance, has already adapted to this remote-first world. They’ve found a rhythm that works for them, optimizing their time to focus on what they see as productive tasks rather than spending hours commuting.

For Gen X and Millennial leaders, the shift to remote work was a disruption - a break from a well-established way of operating that emphasized in-person collaboration. For Gen Z, however, this is all they’ve known. To them, the office isn’t the epicenter of professional development; it's just another option, one that often feels unnecessary.

So, what can be done to bridge this gap?

The truth is, whether working from home or in the office, both leaders and team members share common goals: growth, achievement, and success. The challenge lies in finding a balance that acknowledges the value in both perspectives. Here are a few strategies to consider:

1. Open Communication: Establish a dialogue where both sides can express their needs and concerns. Understanding each other’s perspectives is the first step toward finding common ground.

2. In-Person Learning Opportunities: If leaders can demonstrate the value of in-office experiences, such as coaching team members on structuring and closing million-dollar deals. They can offer something that Zoom meetings simply can’t replicate. This hands-on learning can be a powerful motivator.

3. Mutual Respect: Gen Z professionals want to feel respected, trusted, and empowered. Rather than enforcing strict in-office requirements, consider offering flexible options that allow them to choose when and how they work best.

Ultimately, the key to bridging this generational divide is not about convincing one side that their way is better but about finding a way forward that leverages the strengths of both. By fostering mutual understanding and offering opportunities for growth, both leaders and team members can work together towards their common goals, whether from behind a desk or through a screen.

What are your thoughts? Have you experienced this generational divide in your workplace?

Photo Source: Culture Ally, Navigating the Dynamics of a Multigenerational Workforce