The return-to-office debate has been trending heavily in the news lately, especially with big companies like Amazon and Dell mandating full-time office work once again. As an employee, it’s easy to see why this shift is causing frustration. Many of us moved to remote work precisely because it gave us greater control over our schedules and the ability to work from anywhere. And now, with some employers insisting we come back to the office, it’s hard not to feel like we’ve lost some of that hard-won flexibility.

Large corporations often cite productivity as the reason for pushing workers back into the office. They argue that in-person collaboration leads to better results, but the reality is that for many of us, remote work has actually been more productive. It’s clear that companies are making decisions based on a broader, macro-level analysis of the workforce, without considering the unique needs and preferences of individual employees. For large employers, it’s a numbers game — they struggle to track individual performance effectively and are leaning into a one-size-fits-all approach.

From our side, the challenges of returning to the office are significant. For many employees, commuting is expensive, time-consuming, and sometimes even impossible, especially for those of us who’ve relocated to areas far from the physical office locations. The logistics aside, there’s also the question of personal autonomy. For many of us, the shift to remote work meant a sense of control over our time and schedules. We could better balance work with personal commitments, leading to improved well-being and job satisfaction. Being told to return to an office feels like a step backward, a move that imposes unnecessary restrictions on our time.

But it’s not all bad news for those of us who are more comfortable working remotely. There’s a huge opportunity for small to mid-sized companies to recognize the value in offering remote positions. Traditionally, these smaller companies have struggled to compete with the larger corporations when it comes to salary and benefits. Larger companies can often offer better perks, which means many top-tier employees tend to flock to them. But now, as larger employers demand a return to the office, it’s time for smaller companies to step in and offer remote work options that can attract and retain high-performing talent.

Many employees, like myself, thrive in remote environments and would perform even better in such roles with companies that understand the value of this flexibility. There’s a huge opportunity for smaller employers who are willing to embrace remote work and understand the unique needs of their employees. If an employer can tap into the right talent pool, they’ll not only find employees who are highly motivated and productive but also those who will be more likely to stay with the company for the long haul.

The key for smaller employers is to identify these individuals accurately. Hiring based solely on resumes or LinkedIn profiles doesn’t always reveal whether someone will be a good fit for remote work. But employers who understand and assess a person’s Talent Wiring® — how they are naturally wired to succeed — will have a much better chance of making a successful hire. For employees like me, that approach could make all the difference in finding a role that fits our skills and lifestyle.

At iWorkZone, we provide the essential tools for both employers and employees to identify the right fit for remote work. Through our innovative Talent Selfie, we utilize validated, cutting-edge science to ensure that both parties benefit from a successful match. Ready to demonstrate that you’re wired for remote work? Take the Talent Selfie today and showcase your unique strengths to future employers. Let us help you take the next step toward a career that fits your lifestyle and unlocks your full potential. Click below to get started.