The modern workplace is at a crossroads—a silent tug-of-war between comfort and corporate necessity. After four years of Zoom calls, pyjama meetings, and coffee breaks on demand, employees are questioning the need to return to office cubicles. Meanwhile, employers are grappling with a productivity paradox—is flexibility fostering efficiency, or has WFH become a glorified paid vacation? As SMEs navigate this post-pandemic puzzle, the real challenge isn’t just where people work, but how work itself is evolving.
If you’re an employer, you probably already know the struggle—calling your employees back to the office feels like trying to get a cat to take a bath. The pandemic normalised Work From Home (WFH), and now, after four years of rolling out of bed straight into Zoom calls, employees are refusing to swap their loungewear for office attire.
They’re so wired to their cozy WFH routines—music playing in the background, snacks within arm’s reach, an occasional nap disguised as “deep work”—that they don’t see a reason to return. And why would they? No daily commute, no awkward watercooler small talk, no expensive office wear to keep up with colleagues. Life is good!
But here’s the big question: Can this reluctance to return to office hurt an employee’s career growth? And can SMEs afford to let WFH be the norm forever?
The Love Affair with Work from Home
Let’s be honest—WFH gave employees a newfound sense of freedom. They could start their day without braving the morning traffic, work in their pyjamas, and avoid unnecessary workplace drama. Productivity? Well, that depends on whom you ask. Some organizations saw a boost in output, while others struggled to track real efficiency.
For SMEs, the WFH model was a game-changer in many ways:
- Lower operational costs (no need for large office spaces)
- Access to a wider talent pool (hire employees from anywhere)
- Improved work-life balance for employees (happier staff, better retention)
However, comfort can sometimes be the enemy of ambition. The ease of WFH is making many employees complacent. There’s no sense of urgency, no real-world problem-solving, and definitely no impromptu learning moments that office environments provide. When everything happens over a screen, personal growth can stagnate, and career progression can hit a dead end.
The WFH Reality Check for SMEs
While some big corporations have the infrastructure to monitor remote work, SMEs face unique challenges:
- Lack of oversight: Many SMEs don’t have sophisticated tracking tools to measure productivity. How do you ensure employees are working when they say they are?
- Collaboration hurdles: SMEs thrive on teamwork and quick decision-making. When everyone is remote, collaboration takes a hit.
- Limited employee growth: Learning on the job happens best in an office environment, where junior employees can observe, interact, and grow.
SMEs that depend on customer interactions, on-the-ground problem-solving, or teamwork-driven innovation are finding it increasingly difficult to maintain the same level of efficiency with a remote workforce. Without spontaneous brainstorming sessions or quick hallway discussions, decision-making has slowed down. Some businesses have even had to scale down their operations simply because they can’t function efficiently in a fully remote setup.
Why Employees Need to Rethink their Stance on Office Work
The workplace isn’t just about completing tasks—it’s a training ground for future leaders. Employees who refuse to return to the office are unknowingly putting a cap on their career growth.
- Crisis management skills? Hard to learn over Slack.
- Networking & mentorship? Tough to do virtually.
- Understanding business dynamics? Nothing beats hands-on exposure.
No one became a CEO by working from their couch. Leaders are built through face-to-face problem-solving, decision-making under pressure, and navigating real-world challenges—not by clicking “Reply All” from their home office. Without learning to manage conflicts, handle crises, or take ownership of on-the-ground decision-making, employees risk becoming functionally stagnant.
Hybrid Work Culture: The Middle Ground for SMEs
Many SMEs are finding a hybrid model to be the best compromise. Here are a few examples of how different SMEs are making it work:
- A Bangalore-based fintech startup asks employees to work from the office on Mondays and Wednesdays for collaboration, while the rest of the week is remote for focused tasks.
- A marketing agency in Mumbai holds mandatory in-office brainstorming sessions every Friday, while allowing remote work for execution-based tasks.
- A logistics SME in Delhi requires employees to come in for customer meetings and operational decision-making but allows WFH for back-office roles.
This balance allows SMEs to retain top talent while ensuring productivity and business growth aren’t compromised. It also helps employees enjoy the best of both worlds—flexibility without losing out on career growth opportunities.
The Way Forward for SMEs: Choosing Wisely
For SMEs, the choice between Work From Home (WFH), Work From Office (WFO), or Hybrid isn’t just about employee preferences—it’s about business survival, productivity, and growth. Unlike large corporations with vast resources, SMEs need to be strategic in designing their work policies.
- WFH works best for roles that require deep focus, minimal collaboration, and tech-driven monitoring (e.g., digital marketing, customer support, content creation).
- WFO is essential for industries that rely on teamwork, client interactions, and operational efficiency (e.g., manufacturing, logistics, sales, and service sectors).
- Hybrid is the smart middle ground, ensuring both flexibility and accountability, reducing operational costs while fostering company culture.
So, how should SMEs decide?
Assess Job Roles – Identify which tasks require physical presence and which can be done remotely.
Define Clear Policies – No room for confusion; employees should know when and why they need to be in the office.
Leverage Technology – Use tracking tools, performance metrics, and virtual collaboration platforms.
Prioritise Business Needs Over Trends – Just because big tech firms are embracing remote work doesn’t mean it’s the best choice for every SME.
The Final Word: The Future of Work is About Balance
The WFH vs. WFO debate isn’t just about convenience—it’s about the future of work, business sustainability, and leadership development.
SMEs must recognise that while remote work offers comfort, true innovation, collaboration, and leadership often thrive in an office environment. The magic of spontaneous brainstorming sessions, hands-on problem-solving, and mentorship doesn’t happen over a screen. Yet, forcing employees back to office full-time without flexibility can drive away top talent.
The answer? Balance —giving employees flexibility while ensuring business goals aren’t compromised. Choose wisely!
A structured hybrid model, tailored to business needs, can provide the best of both worlds—allowing employees to enjoy flexibility while ensuring companies don’t suffer from disengagement or declining productivity. The workplace of the future isn’t about either-or; it’s about how we blend the best of both worlds.
The Global Shift: When Less Work Means More Productivity!
Several countries have explored or implemented reduced workweeks, transitioning from the traditional five-day schedule to four-day or even shorter workweeks, often with employees remaining on standby during off days. Here are some notable examples:
1. Belgium: Four-Day Workweek Option
In 2022, Belgium introduced legislation allowing employees to opt for a four-day workweek without a reduction in pay. This system permits workers to compress their standard working hours into four days, effectively offering longer weekends. However, employees remain on standby during their off days to address urgent work matters if necessary.
2. Iceland: Shortened Workweek Trials
Between 2015 and 2019, Iceland conducted extensive trials reducing the workweek from 40 to 36 hours without a pay cut. These trials were deemed a success, leading to widespread adoption, with approximately 90% of the working population now enjoying shorter hours. While employees have more time off, many remain accessible to handle critical tasks during their non-working hours.
3. Japan: Encouragement of Reduced Workweeks
The Japanese government has been promoting a four-day workweek to address labour shortages and improve work-life balance. Despite these efforts, as of 2024, only about 8% of companies have adopted this model, and employees often remain on standby during their additional days off to respond to work-related emergencies.
4. United Arab Emirates: Government Adoption of Four-Day Workweek
In 2023, the United Arab Emirates implemented a four-day workweek for government employees, aiming to enhance productivity and employee well-being. While enjoying extended weekends, employees are expected to be reachable for urgent matters during their off days.
These examples illustrate a global trend toward more flexible work arrangements, with countries and organisations experimenting with reduced workweeks while maintaining operational readiness through standby protocols.
So, What’s Your Take?
If your boss calls you back to the office tomorrow, will you sprint in joy or fake a bad WiFi connection?
Is WFH the greatest work revolution of our time, or is it turning employees into ‘Professional Pyjama Enthusiasts’ who avoid real-world challenges?
Drop your thoughts below! Should companies push harder for office returns, or is the hybrid model the way to go?
Let’s settle this debate once and for all!