A Retained Executive Search Firm’s Perspective: There’s a Commute in Your Future!
I am sure I am not the only person that remembers when the pandemic started and how it impacted all of us. For the U.S., it is just a couple days short of 5 years and 5 months ago.
Terminology Started To Appear
Almost immediately after March 16th (2020), we started to hear new terms relating to work. The reason – so many people were told to stay home. We had to call this new work arrangement something. Some of the first, most notable and longest lasting terms were Hybrid and Remote as it related to physically being at home and/or at work. Passionate discussions occurred at that time – who was an essential worker, how do manufacturing employees show up, and should their managers be in the office to support them and/or simply show their support.
There were other terms as well that told the evolving story of work post-COVID . . . . . some of them were mentioned in our August blog one year ago – Terms Tell A Story (see https://www.abelnmagy.com/blog/terms-tell-the-story).
- Proximity Bias: while discussed prior to the term showing up in the press (MSP Business Journal article – 10/11/22), this was the legitimate concern that workers who come into the office were and are being treated better/given better performance reviews/are receiving more frequent promotions than their coworkers who choose to work from home or in a hybrid situation. (Remote workers were and are also worried that they will be laid-off first.)
- Bare Minimum Monday: working from home impacted how some people engage with work. More of us (now) want to ease ourselves into the workweek. We have given ourselves permission to do so, especially after a long or extended weekend. (The hashtag #bareminimummonday has received millions of views.)
- Coffee Badging: this became a notable term when employees were being called back to the office. It is a term describing workers who show up long enough to have coffee and earn a ‘symbolic’ badge for being present (in the office) before they return home to work.
- Helicopter Manager (the newest term – and not part of last year’s Blog): this was in the 03-25-25 MSP Business Journal and describes managers who use a plethora of surveillance and software tools to keep a microscopically close eye on the daily tasks of their workers and how they use their time. This is a bad reaction to what some people think their employees are doing if they work from home.
There Has Been Monumental Change Relating To Work ‘Arrangements’ In The Last Year
And these examples are just the local (Twin Cities) employers who made the headlines:
- 3M ended its “Work Your Way” program. In the fall of 2024, 3M brought their leaders back 3 days/week. Starting in September of this year (2025), employees will need to be in the office 4 days/week.
- UnitedHealth Corporation (UHC), starting last month, is requiring its hybrid employees in Minnesota and Washington, D.C. to be in the office 4 days/week. If the word Remote is in your job title, you can stay remote.
- General Mills, as of February 17, 2025, updated its return-to-work policy for its North American retail segment (its largest business unit). It is now requiring its employees to be in the office 3 days/week (Tuesday through Thursday).
- Target Corporation’s largest business unit, its Commercial Division based in Minneapolis, must work in-person 3 days/week starting September 2 (2025). This is a change from the previous rule – employees had to be in the office for 5 mandated weeks/year.
The Question Is Why?
For this question, as a Retained Executive Search Firm, I looked to our clients (all of whom want people in the office most of the time) and I asked AI. There is limited research on reasons; so much is anecdotal – and at the same time, the reasons are quite consistent. Here is what I found:
- Improved Collaboration and Team Cohesion – many people believe that in-person environments encourage spontaneous brainstorming and stronger teamwork. Many years ago, when I worked for The Pillsbury Company, we called these interactions ‘hallway meetings’. Hallway meetings can’t happen in the same manner when you are alone at home.
- Company Culture – this is very commonly mentioned by our clients. Workplace rituals, onboarding and mentorship are cited consistently. Employers are concerned that remote environments dilute this (or make the cultural ties at the company go away).
- Productivity and Accountability – managers have trouble seeing performance from afar. Many leaders feel that being physically present promotes accountability, enhances focus and reduces distractions. (As a person who loves being in my office even though I am an empty-nester with a great home office, I agree.)
There is one study that is quite related and very interesting, however. And it is not anecdotal – there is true research here. (This study was referenced in a StarTribune article on July 11, 2025 – see https://www.startribune.com/where-ceos-live-company-financial-performance-return-to-office-mandates/601375977.)
- A study of 929 U.S. public firms (2010–2019) conducted by researchers at Boston College and Arizona State University found that companies with “fly-in” CEOs – those who live far from their corporate headquarters – are associated with lower market valuations, weaker employee satisfaction, and greater investor pressure. These CEOs were more likely to leave under pressure, and their firms underperformed relative to peers.
While this study was clearly pre-pandemic, the results have direct implications for today. Clearly more studies are needed, and as I have said in the past, we will be studying the impacts of COVID/the isolation brought about through the pandemic for years to come.
We Are Social Animals
While I believe in balance, we are social beings. Being with people, generally speaking, is a good thing. We are seeing this movement back to in-person in other areas. On July 31, 2025, Fox News reported that Starbucks decided to sunset its mobile order and pickup-only concept in fiscal 2026. Brian Niccol (Starbucks CEO) said the grab and go model was "overly transactional and lacking the warmth and human connection that defines our brand."
The Pendulum Continues To Swing
Right now, the pendulum is going back to what was – in-office work. I am guessing we will soon see studies showing the impact of these return-to-work programs. Regardless, pressure to perform financially in these challenging times along with the anecdotal stories of people who are not giving full-time attention to work while at home will keep the pendulum moving away from remote and hybrid arrangements. Adding to the anecdotal stories are the actual increases in sales of mouse-jigglers and mouse-jiggling software since 2020. We can surmise the main reason for their use (although I have not found a study on this yet.)
The conclusion – with more than anecdotal evidence:
- Anticipate a commute soon – at least a few days/week.