Work life changed so fast lately, correct? So many new terms showed up to describe it all. Things like quiet quitting became common talk now. Rage applying also became a thing some people are doing. But one big fight sticks out right now. It’s about going back to the office building.
For some, this is not just a small problem. It’s reason enough to quit their job completely. They’d walk away even from big money, that’s how strong they feel. Take Felicia, she is a woman from Arizona. She is 53 years old and works as an administrator person. Her job asked her to return to the office full time.
She had enjoyed working hybrid before this happened. It was a successful setup for several years actually. But coming back five days a week was too much. Felicia decided leaving her position would be better than agreeing. She gave up a salary over $100,000 yearly. This really shows what workers value today.
They appreciate having some flexible work options. It highlights how much work-life balance matters to folks now. Felicia explained her thoughts to a reporter recently. She stated that she knows exactly how to perform her duties. Being inside an office simply wasn’t needed for her work.
Her old plan was three days home, two days in office. She called this the perfect balance for everything. Felicia felt more work actually got finished at home. The office setting had constant distractions and people bothering her constantly. She often went home just to catch up.
It took four extra hours to finish tasks. These were things she couldn’t do at the office premises. Felicia’s story is not unique at all. It represents many other people feeling the same way about work. Companies are pushing hard for employees to return.
They often say it helps improve efficiency overall. Managers also want tighter oversight and control. This push happens while companies cut expenses too. You might think they want to keep good workers now. But many firms reduce telework offers.
Little to no telework grew significantly by September 2022. Major companies make returning mandatory sometimes. Some frame it as choose between coming back or losing work. But others, like Felicia, pick another path. They just decide to leave their employment instead.
Just a month returning, Felicia was in her car. She got stuck in traffic somewhere. That old feeling of being delayed came right back. She knew a meeting was coming up quickly. Yet she couldn’t move her vehicle at all.
Felicia thought, why am I doing this to myself. It truly was not even needed she realized. This moment gave her clear thinking about quitting. She missed working quietly and focusing very much. The planned office days were better for interaction.
Returning brought pointless office small talk and gossip. But real connection with her team felt missing. This big focus on returning feels strange. Sometimes it seems just about being visible for managers. It connects to a new idea called productivity paranoia.
This describes managers worrying employees are not working remotely. They fret despite years of evidence showing productivity stays high. Felicia saw this worry at her own workplace clearly. Managers there thought hybrid workers did not work enough hours. She heard they felt hybrid staff only worked two days weekly.
Felicia countered that this wasn’t true. Most of their assigned work got done from their homes. The gap between views is very clear now. Employees felt more productive and balanced their lives. Management thought workers were not working fully enough.
This lack of manager trust fuels the return push. Felicia isn’t the only one who left her company. Several colleagues found other remote or hybrid roles elsewhere. Seeing their freedom reinforced her own wishes. She wanted to regain the balance she had lost from her job situation.
Leaving a high-paying job is a big choice. Nobody makes that kind of decision easily. Felicia now searches for hybrid work options. She is fine if the salary might be lower now. For her, giving up some money is worth it.
Avoiding the driving and traffic makes sense. Escaping that stress five days per week is key. She can do the same work or even more. This is possible from the convenient hybrid arrangement now. Flexibility and freedom weigh heavily for professionals.
