熱門時事分享：全球掀起回辦公室浪潮！為何企業急著把人叫回來？｜20260303

但企業推動員工回辦公室上班，往往不是因為「回來更好」，而是因為「不回來問題更多」。

However, companies often push employees to return to the office not because “coming back is better,” but because “not coming back creates more problems.” 

首先是線上會議效率下降。因為線上會議的低成本與低門檻，參加會議的人數變多，覺得事不關己的員工往往一心多用，邊開會邊處理其他事，導致錯過重要訊息，開完會後，還得再開會後會來補救。

The first issue is the decline in online meeting efficiency. Because online meetings are low-cost and easy to join, they attract more participants. Employees who feel the meeting is not related to them often multitask, handling other work during meetings, which leads to missed key information and follow-up meetings after the meeting to fix the problems. 

再來，績效管理逐漸變成全員 KPI 導向，員工專注完成自己的任務，因為遠距的關係，較難及時注意到訊息，減少協助同事或帶新人的時間，團隊合作被削弱。

Next, performance management gradually becomes fully key performance indicator-driven. Employees focus only on completing their own tasks, and because of remote work, it becomes harder to notice messages in time, reducing the time spent helping colleagues or training new staff, which weakens teamwork.

長期下來，組織承諾，亦即員工對組織的連結感與責任感，也隨之下降。員工與公司的連結，越來越依賴個人關係，而非整體文化。這些問題，過去常由實體辦公室中的非正式互動自然解決，如今卻在遠距環境下被放大。 (參考來源: 哈佛商業評論)

Over time, organizational commitment — meaning employees’ sense of connection and responsibility to the organization — also declines. Employees’ connection to the company increasingly depends on personal relationships rather than overall culture. Problems that were once naturally solved through informal interaction in physical offices are now amplified in a remote environment.