But on other measures, firms that were strict on office time scored worse than more relaxed ones (see chart). Firms with five-day mandates received lower marks from employees for supportiveness (whether employees feel like their bosses care about them), quality of leadership, toxicity (the extent to which disrespectful behaviour is tolerated in the workplace), candour and work-life balance. (On the three other measures tracked by CultureX, the companies did not score meaningfully better or worse.)<\/p>\n\n\n\n
The analysis has its limitations. In particular, it could also be the case that companies which care less about supporting employees or rooting out toxic behaviour are less inclined to heed workers\u2019 pleas for more flexibility. Even so, the results are suggestive. \u201cCompanies that really score highly on agility\u2014NVIDIA<\/small>, SpaceX, Tesla\u2014tend to strike a deal with their employees,\u201d says Don Sull (who is also a professor at the MIT<\/small> Sloan School of Management). Employees are offered generous pay, great career opportunities and other perks. \u201cBut the trade-off is the work-life balance tends to be really bad.\u201d<\/p>\n\n\n\n
More than five years after the pandemic, companies are still trying to find the right mix of in-person and remote work. As labour markets cool, shifting power from employees to employers, bosses may be tempted to demand more office time, claiming that it will help corporate culture. For firms that prize agility, this makes sense.\u00a0But the data suggest it comes a cost.<\/p>\n\n\n\n
Read it all<\/a>.<\/p> Our analysis suggests it depends on what sort of culture bosses want https:\/\/t.co\/N70yorNxsr<\/a><\/p>— The Economist (@TheEconomist) July 7, 2025<\/a><\/blockquote>