(...) Company leaders frequently argue that office mandates are crucial for collaboration and creativity. Face-to-face interactions can significantly increase output, research from 2022 shows. A study by MIT on Silicon Valley knowledge-sharing found that cutting in-person meetings by 25% had the power to reduce patent citations by 8%. Further analysis of Microsoft engineers in Nature found that all-remote work led to more rigid, siloed networks and less realtime collaboration. The research says remote works… Despite a growing push from corporate leaders to bring people back to the office, the data tells a different story: Productivity gains are real: A study of a call centre in Türkiye that went fully remote found agents handled 10% more calls than pre-pandemic; Flexibility supports wellbeing and retention: A study of a Chinese travel agency found that staff allowed to work from home two days a week were 33% less likely to quit and reported higher satisfaction; Flexible work and gender equity: The study in Türkiye also remote work increased the share of women in the workforce from 50% to 76% by early 2023 - well above the country's female labour force participation of 35%. (...)

    But does fully remote work? While fully remote workers report more engagement and enthusiasm than their in-office peers, they also experience higher rates of stress, loneliness and emotional distress. According to Gallup's ‘remote work paradox’, the absence of daily social connection and navigating tech advance alone can take a toll, especially over time. A recent survey of 25,000 Europeans found hybrid work best for psychological health and innovation, but the key is flexibility. McKinsey highlights six practices for successful hybrids, including clear norms, regular in-person time and building trust.

Fonte: Sharma, Shuvasish.World Economic Forum, 2025. Disponível em: https://www.weforum.org/stories/2025/08/return-to-office-flexibility-remote-work/