Now that you’ve read this title, I hope you give me a second to elaborate before the pearls get clutched and the culture guru’s clack their keyboards.

For a bit of storytime, when I first stepped into the “real world” job market after college, I moved to Syracuse with the expectation that I’d be in the office five days a week, though we had a limited number of work-from-home days if we weren’t feeling well, but still able to get some work done. At the time I thought it was awesome for a company to be that flexible—it hadn’t even occurred to me that it could be a possibility.

Then, around seven months in, we were told there was a virus going around and that we’d need to work from home for a few weeks until things settled down. This was February 2020. At first, I was sad that I’d miss my friends and colleagues, and honestly, the whole virus thing freaked me out. I struggled, finding it hard to get up and make it to my desk each day, and I never really felt like I “left” my desk at all. As a green worker in the corporate market, I hadn’t yet mastered work-life balance. But after a few months, I started to get the hang of it and I learned to love working from home.

I realized that I was no longer distracted by office chatter or constantly pretending to work when there wasn’t much on my plate. I didn’t feel the pressure of someone watching over my shoulder, and I could take breaks when I needed to without sneaking off to the office’s quiet space for a nap. I found I was more creative, more focused, and more productive. Then, in 2021, after I moved into my first house, things got even better—more freedom, more relaxation, and yes, even more creativity.

However, by mid-to-late 2021, my company (which had merged earlier that year) announced that we had to return to the office three days a week. Why? For “morale, collaboration, and culture.” A lot of us, myself included, weren’t thrilled. Gas prices were through the roof, and many of us didn’t want to spend a fortune commuting to a job that was already paying us less than market rate. On top of that, we were expected to produce better work on tighter timelines. While some employees, particularly those with short commutes, went into the office regularly, the place became a ghost town. Gone were the people hanging out in kitchens or working at meeting tables trying to solve problems. Instead, it was a sea of sad desks and fluorescent lighting with people pretending to enjoy being there. Each time I did go in, I became more certain that working from home was the way forward.

By March 2023, I ended up leaving to grow my career. Their doors shut that October.

I share all of this not to say that every creative professional shares the same experience, but to offer a perspective for those in charge of making big decisions. It’s easy for senior leaders and C-Suite to read articles that support their existing views and base policies on those, but the reality is that things have changed. Many creatives, managers, and tech workers now realize that they can be more productive working from home, without the distractions of office noise or the discomfort of a corporate dress code. It allows people to be more authentic, free from the need to mask their true selves. Those with disabilities who have incredible skill sets but can’t work from an office now have as much of a chance to work for their ideal position rather than whatever they can scrape from the dregs.

Yet, despite the clear benefits, many companies are still pushing for full office returns or hybrid schedules. For example, a Forbes article suggests that in-person offices inspire more innovation and creativity. Sociotechnologist Caitlin Begg is quoted saying,

“If you’re in a job where you’re trying to come up with these moonshot ideas—these crazy ideas—and you don’t feel comfortable sharing these crazy ideas with your colleagues… then you miss a lot of creative connection. And that’s what we lose a lot with remote work.”

While there’s some truth to that, I think the issue often has more to do with onboarding and fostering interpersonal relationships with new team members. Lack of confidence can affect in-person work just as much, if not more than remote work. Video calls level the playing field while meeting rooms can create power-dynamics and perhaps make confidence issues even worse.

Studies on RTO (Return to Office) are still inconclusive. According to Business Insider, some argue that it drives employees to quit and stifles the very creativity leadership is seeking, while others claim it fosters the “water-cooler effect” that encourages spontaneous interactions. After personally talking with creatives across various positions and industries, it seems those in positions of leadership believe creativity thrives more in person as opposed to those in the more “boots-on-the-ground” positions. But why the discrepancy?

While I don’t have all the answers, I believe the core issue boils down to two things: traditionalism and flexibility. Change is tough, but the shift in work culture that came after 2020 has been significant, and it’s hard to ignore. Traditionalists still cling to the old 9-5 structure and the idea that people should stay at one job for decades before retiring and traveling the world. But that’s not the reality anymore. Change is always inevitable. In example, many businesses are experimenting with four-day work weeks and seeing positive results in job satisfaction. In studies collected by the APA, 42% of respondents said they’d take a pay cut for a four-day workweek, and 10-15% said no amount of money could convince them to return to full-time office work. Life is getting more complex, and people are focusing more on their families, communities, and their personal well-being. Offering flexibility and changing that strict structure established in the US back in 1908 shows innovation. Shows growth. That’s what attracts applicants and retains creative talent.

As creatives, we’re constantly on mentally, seeing the world around us as design and art. We’re always evolving and trying to keep up with a fast-paced world. It’s exhausting, and the traditional office setting doesn’t make it easier. People need different environments to do their best work. While remote work may not be perfect for everyone, the flexibility it offers keeps employees satisfied, engaged, and trusting of their leadership. Creatives aren’t children, so why treat us like we need constant supervision? Why treat any employee that way? Let your creatives breathe. Let them relax and work in a space where they can be themselves comfortably and key into their pure creative energy.