Opinion
Big tech is calling employees back to the office – but is that really the right move?
"Remote work isn’t a magic fix, and it won’t suit every role or organization. But it’s far from a passing trend," writes Yaniv Varochik, Founder and CEO of Aidey.
While tech giants like Apple, Amazon, Meta, Google, and Tesla are bringing employees back into the office, I’m writing these lines from my home desk in Tel Aviv — the same place from which I manage hundreds of employees across multiple countries and time zones. Each one of them works from wherever suits them best: home, a co-working space, or even a beach halfway around the world.
From my experience leading global teams, a mandatory return to the office isn’t always the right solution — and in some cases, it can even reduce productivity, motivation, and organizational resilience.
Remote Work Isn’t a Bug – It’s Evolution
Remote work, which accelerated rapidly during the COVID-19 pandemic, was never just a temporary fix. It’s part of a broader, evolutionary shift in work culture. While many companies viewed it as a stopgap, in reality, it’s a comprehensive management model that delivers real value — to organizations and employees alike.
When implemented properly within the right organizational structure, remote work leads to higher satisfaction among customers, employees, and managers. It enables more efficient use of time and resources, and it improves output across the board. It also unlocks the ability to recruit globally, breaking geographic barriers and building diverse, multicultural teams that drive creativity and innovation.
The World Doesn’t Need Offices to Run 24/7
One of the greatest advantages of remote work is the ability to operate around the clock. With teams spread across time zones, you don’t just save on costs — you create continuous operational flow, ideal for today’s fast-paced, high-demand business environment.
There’s no need to lease expensive office space in prime locations or to limit yourself geographically. Support and service can be delivered anytime, anywhere. The savings on real estate are only the beginning — what really matters is the freedom from physical constraints that might otherwise limit your business agility.
Back to the Office – Or Backward?
Lately, we’ve been witnessing a growing backlash. Apple, for example, requires all employees to work from the office at least three days a week. Meta has rolled back hybrid work policies for many roles. Amazon demands full-time presence and even monitors employee badge data. Tesla, under Elon Musk, has made it abundantly clear: working from home is off the table.
Their reasoning ranges from “human friction” to “building organizational culture.” But I believe something deeper is at play — the desire for control and fear of change.
Distance Can Actually Bring Us Closer
Interestingly, what I’m hearing from employees — both in Israel and globally — paints a different picture. Many report burnout, a disrupted work-life balance, declining motivation, and a growing sense of alienation when forced to be physically present.
Surprisingly, physical distance often fosters deeper human connection. When we don’t run into each other at the office kitchenette or hallway, we don’t take connection for granted — we actively build it. Deep conversations, intentional virtual meetups, and conscious efforts to cultivate culture create stronger bonds of trust and belonging.
Employees Aren’t Motivated by Ping-Pong Tables and Office Spas
It’s now clear: employees aren’t looking for stylish desk setups or gourmet lunches. They seek meaning, autonomy, flexibility, and leadership based on trust. Many see themselves as entrepreneurs of their own careers and flourish when given independence.
At the company I founded, which today manages dozens of global projects and employs hundreds of people worldwide, we made a strategic decision from day one: no offices. Instead, we built infrastructure that enables anyone in our organization to work from anywhere. We operate transparently, with clear processes and connective technologies — we don’t need physical presence to stay aligned.
Yes, this model demands disciplined management, intentional communication, tailored hiring, and the forging of shared values — even across distance. But the results speak for themselves: faster hiring, higher retention, lower operational costs, and employees who feel trusted — and respond with responsibility, initiative, and persistence.
The Future Belongs to Those Who Measure Results — Not Presence
Remote work isn’t a magic fix, and it won’t suit every role or organization. But it’s far from a passing trend. It reflects a deeper shift in mindset: work no longer needs to happen in a specific physical place — it can happen anywhere real connection, shared goals, and aligned values exist.
At this very moment, as many companies look backward, the real opportunity is to think forward. Not to ask where employees sit — but how to build their commitment, initiative, and sense of belonging even without monitoring them in the hallway. Don’t measure presence — invest in transparency, alignment, and accountability.
After years of leading remote teams across time zones, without offices or physical limitations, I can say with certainty: it works. It requires discipline, adaptation, and listening. But the result is an organization that moves faster, responds better, and builds trust — with both its employees and its customers.
The future won’t necessarily belong to the company with the tallest office tower — but to the one that knows how to build strong teams, regardless of ceiling height.
Yaniv Varochik is the Founder and CEO of Aidey — a global BPO company for customer service and technical support, employing hundreds of remote workers worldwide.
