Bosses Workers Clash Over Commute as Part of Work Day

bosses workers clash over commute as part of work day.jpg Business

The productivity of the modern workday has become a topic of contention as employers and employees grapple with the evolving nature of work. One of the key points of disagreement is the classification of commuting as part of the workday. While employees argue that commuting is a non-productive use of their time that could be better spent working, employers often view it as a necessary transition period that doesn’t directly contribute to work output. This philosophical divide has become more pronounced with the widespread adoption of remote work, sparking debates about the effectiveness of working from home versus working in the office.

A recent working paper from the National Bureau of Economic Research (NBER) delves into this issue, identifying two major disconnects between managers and workers that are hindering return to work efforts. Firstly, workers believe that eliminating commuting time enhances their productivity, as it allows them more hours to dedicate to their work. Secondly, managers struggle with the challenges of leading a remote workforce, a concern that many workers may not fully comprehend. This fundamental difference in perspective is causing a tug of war between the two sides, with both presenting valid arguments. The paper’s findings provide an insightful look into the complexities of the modern workplace, highlighting the need for a balanced understanding of productivity in the era of remote work.

The Great Return to Office Debate: A Matter of Perspective

As we continue to navigate the "new normal" of the post-pandemic work environment, there’s a big debate going on: what constitutes a productive workday? For many workers, the lines are blurred. Does the workday start when they leave their homes, check their first email, or when they log into their office systems? Interestingly, most employees believe their commute should count as part of their work, a point of view not shared by their employers.

The Commuter’s Dividend

According to a working paper by the National Bureau of Economic Research (NBER), the crucial divergence between employees and their bosses lies in the perception of remote work’s effectiveness. The study, conducted by economists Jose Maria Barrero, Nicholas Bloom, and Steven J. Davis, reveals that workers view the absence of a commute as a direct boost to productivity. With the time saved from not commuting, 86% of the respondents feel more productive and consider it one of the best perks of working from home. Workers argue that they can achieve the same output in less time when working from home, which they interpret as a significant productivity boost. Despite this, the NBER working paper also found that fully remote work could result in a 10% to 20% productivity decrease compared to traditional in-person work.

Managerial Challenges in Remote Work

The study also uncovers another crucial perspective: the managerial challenges of remote work. Managing a remote workforce is not as straightforward as it might seem to employees. Senior managers are particularly concerned about the potential impact on company culture and the reduced opportunities for training and upskilling greenhorn employees. Barrero points out that supervising, training, mentoring, and culture-building are more challenging with fully remote workers, which could lead to a drop in overall productivity. Furthermore, managers have reported increased burnout rates and responsibilities since the advent of the COVID-19 pandemic.

Hybrid Work: The Middle Ground

Despite these challenges, the NBER study suggests that managers may underestimate employees’ openness to in-person work, especially among younger workers. In-person collaboration remains crucial for fostering relationships, enhancing earning potential, and talent development. The paper suggests a flexible hybrid schedule might be the optimal solution, balancing the benefits of remote and in-person work.

In conclusion, the war over return-to-office is not just about preference but also about understanding different perspectives. By adopting a flexible hybrid approach, companies could address both employees’ desire for flexibility and managers’ need for in-person collaboration.


  • Employees view the elimination of commute as a direct boost to productivity, with 86% considering it a major perk of remote work.
  • Managers face challenges in maintaining company culture and providing necessary training in a fully remote work scenario.
  • A flexible hybrid model, combining remote and in-person work, could be the optimal solution, balancing the needs and concerns of both employees and managers.
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