Workers say that the return to in-person work is due to stricter company policies and a greater intention from leaders to have in-person meetings.
It is seen everywhere, it is reported by various surveys and it is perceived when going out into the street and finding increasingly saturated traffic: there is a massive return to the offices and a resistance to maintaining teleworking.
The trend is global, but Mexico stands out as one of the economies with the most reluctance to continue with the home office, according to a Capterra study. In that country, 32% of companies have requested that their employees work more days in the office compared to a previous year, that average is 20% globally.
“Although companies are asking employees to work more in-person, it is important for organizations to take into account the additional financial burden this may place on workers, especially those who during the pandemic began or switched to an in-person format. remote work and were used to not having travel costs,” the platform indicates in its report.
This is not the only measurement that shows a more pronounced preference for in-person work in Mexico. According to Page Group's 2024 Talent Trends study, 37% of workers in the country say they spend more time in the office than 12 months ago.
People recognize that the return to the office is due to the fact that companies' internal policies have become stricter, 52% of employees attribute the return to this. Another 30% believe that working time in the workplace has grown along with the demand for more face-to-face meetings.
“The challenge for employers is to generate authentic motivation that encourages them to be present to foster collaborative environments and enjoy the benefits,” says Page Group.
The phenomenon is multifactorial. The companies' arguments range from cybersecurity due to connection through public networks, to the intention to rescue collaboration and team cohesion.
But the reality is that there is also a cultural factor that still weighs: productivity continues to be linked to presence; “If I don't see you, I don't know if you're working.” And that way of seeing performance is also generating biases when it comes to granting promotions.
In fact, 76% of general directors of companies operating in the country affirm that in the next three years the way of working prior to the Covid-19 pandemic will be resumed, a proportion higher than the global average (64%), according to KPMG CEO Outlook 2023.
And this intention to recover the traditional work scheme is what is causing at least four out of every 10 business leaders to recognize that staff who make an effort to go to the offices will be considered for promotions, salary increases and favorable assignments.
This vision is not exclusive to leadership, people also perceive more advantages in their professional growth with in-person work, which reflects a work culture that still privileges physical interaction.
Deel's Panorama of the Labor Market in Latin America report reveals that Mexicans are the second workforce in Latin America that perceives the most connection between in-person work and professional development. 22% of people consider that growth opportunities are the greatest advantage of working in the office, a proportion slightly higher than the regional average (19%) and only behind the figure for Colombia (24%).
Inflation, the final push
The upward behavior of inflation, which has once again placed salary in the first place of priorities for staying and looking for a job, seems to be another factor that is contributing to a loss of labor flexibility.
Mexico is the country most willing to sacrifice flexible schemes for a better salary, according to Deel's findings. With 77% of workers prioritizing better remuneration over work flexibility, it is the highest universe of people in Latin America.
This scenario occurs in a context in which inflation in the country has been recording levels above the goal established by the Bank of Mexico (Banxico).
Although globally there is a tendency to accept lower incomes in order to maintain a flexible model, in Mexico that proportion is barely 38% of those surveyed, according to the Capterra report. And that universe is reduced to 21% if it is a 5 percent salary cut.
However, Capterra indicates, rather than compensating for labor flexibility with lower salary offers, companies can “act in another aspect that is also important for the employees surveyed, flexibility in schedules or work formats.”
Loss of talent, the bill to pay
Although the massive return to the office has occurred more by force than voluntarily, and the economic environment has led people to prioritize remuneration, the demand for other aspects, such as work-life balance, is still present.
The recently published Page Group report shows that 58% of people who have returned to in-person work are dissatisfied with the model, and 55% affirm that this scenario leads them to an active job search.
“Our study shows that forcing this change with new attendance policies can increase staff turnover. “Those who are in the office longer due to changes in company policy are more likely to be actively looking for work and to be dissatisfied with their current position,” the recruiting firm says.
Dissatisfaction with the total return to the office may be explained by factors that motivate the workforce beyond salary. Deel's report offers some clues, behind remuneration and at very close levels, people also expect professional growth and a good work-life balance.
“Work-life balance continues to be a fundamental element of company culture that significantly impacts the job satisfaction of Mexican employees,” says Page Group.
