Discourage teleworking: companies are looking for a solution

Teleworking has established itself as one of the most enduring customs that emerged as a result of the COVID-19 pandemic. During the lockdown, many companies adopted remote work to maintain their operations. Returning to in-person work is complicated for many companies. After the pandemic, adapting to the office again is a significant challenge. That is why they implement different methods to discourage teleworking.

Discourage teleworking

Many employees prefer to work from home

The teleworking modality not only proved to be viable, but also revealed numerous benefits, for both employers and employees. Among the notable advantages are schedule flexibility, reduction in travel time and costs, and a better balance between personal and professional life.

Many organizations decided to maintain teleworking, at least partially, since they admit that it can increase productivity and job satisfaction. In this way, what began as a temporary measure became a lasting trend that redefines the traditional concept of the workplace.

Employees, accustomed to teleworking, are now showing resistance to returning. Companies face difficulties in convincing them to return to their desks. The strategies implemented to encourage return are not always effective. The benefits of teleworking continue to outweigh most workers.

Reward or punishment to encourage returning to the desk

Some companies adopted a strict stance on returning to the office, even suggesting resignation to those who do not adapt. Likewise, other firms penalize indirectly, giving worse evaluations to remote workers.

On the other hand, some Japanese companies offer bonuses to employees who come to the office and share meals with their colleagues. David Bonilla (expert in labor trends) expressed in X that this strategy can encourage presence without discouraging teleworking.

Additional salary bonuses, gift vouchers and transportation assistance are some of the rewards offered. They also provide discounts on meals for those who go to their workplaces.


These measures seek to reduce the stress and costs associated with the shift to in-person work. With these incentives, companies try to improve the well-being and motivation of their employees.

Hybrid work is a common option

Hybrid work became a common option. However, returning to the office brings benefits and also some problems for employees and employers.


This modality offers greater flexibility for employees, allowing them to combine remote work with in-person work. Helps balance personal and professional life, reducing travel time and costs.


However, hybrid work also presents challenges such as coordination and communication between teams. This can be more complicated, affecting collaboration and group cohesion. Lack of face-to-face interaction can limit building strong working relationships and affect organizational culture.

Additionally, some employees may feel isolated or disconnected from the team. Therefore, managing a hybrid model requires specific strategies and tools to maintain productivity and commitment.

To address these challenges, companies will have to find the best strategies to discourage full teleworking and encourage an effective balance between remote and in-person work. Employers must reinvent their labor policies to adapt to this new reality.

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