I have worked in remote-first organizations for more than 15 years, mostly at technology companies, both as an individual contributor and a manager. By dint of my role, I also get to meet with companies of all different sizes all over the country and see companies who are fully remote, hybrid, and fully on-premise. I have literally talked with hundreds of companies across the world and got to observe the differences.
There are some leaders who simply can't function in a remote environment. However, this is a flaw of their leadership and the organizational culture, not a problem with employees or their preferences. It is a problem with personal fear, inflexibility, and lack of vision more than anything else. My experience is that the older people are and the longer they have worked at a company, the more issues they have with remote work.
We proved during COVID that we can function just fine remotely. It benefits the employees in a hundred different ways. An organization that wants people to come to work at their detriment is one that doesn't value their people, and this is how they are expressing it.
There are some leaders who simply can't function in a remote environment. However, this is a flaw of their leadership and the organizational culture, not a problem with employees or their preferences. It is a problem with personal fear, inflexibility, and lack of vision more than anything else. My experience is that the older people are and the longer they have worked at a company, the more issues they have with remote work.
We proved during COVID that we can function just fine remotely. It benefits the employees in a hundred different ways. An organization that wants people to come to work at their detriment is one that doesn't value their people, and this is how they are expressing it.