Latest news with #WFH
Independent Singapore
10 hours ago
- Business
- Independent Singapore
WFH fatigue? Why people under 30 are heading back to the 'real office'
Working from home (WFH) was seen as a pivotal job incentive for many people over the past few years. No shuttling back and forth, one can wear anything in the mornings, and the choice to take Zoom calls from any part of the house with a reliable Wi-Fi connection. Lately, however, an interesting shift is happening: an increasing number of workers under 30 are willingly heading back into the office. Yes, they do it of their own accord. So, what's behind this movement? Loneliness isn't just a buzzword. For many young professionals today, work isn't just about income; it's about community, meeting people, and building relationships. Pursuing a career from a bedroom desk can be very alienating, particularly when one is trying to make friends or build up contacts in a new city, or grow professionally without organic exchanges. Going back to the office, even on a part-time basis, gives people something like identity affirmation, social comfort, and emotional security. Out of sight, out of mind. Realistically speaking, when the manager only sees you in little squares during Zoom calls, it is hard to stand out. See also My dad, late 50s, got laid off; how now? Today's professionals are specifically mindful of the importance of visibility at work. Since many of these individuals are usually in the early phases of their professions, they are excited to learn, eager to network, and keen on proving themselves in what they're capable of. Being in the office enables them to spur-of-the-moment mentorship, try their hand at leadership roles, not to mention those coffee time chats that may turn into huge prospects in the future. Remote work may be effective, but it's not always exciting and inspiring. For those rushing for growth, inspiration matters a lot. Space matters, and not everyone has it. Not everyone has the indulgence of a home office with ergonomic furniture and speedy internet. Many under-30s live in joint apartments, tiny studios, or with co-tenants and family. Wanting to have a fruitful day of work next to a roommate on a gaming headset or a yapping dog can be a formula for weariness and tension. On the other hand, the office, for all its flaws, provides a physical space intended for work. For many, that alone is worth the travel from home to office and back. Structure and separation. WFH can easily fuzz the lines between work and life, particularly for younger professionals who are still trying to figure out procedures, practices, and restrictions. Being always 'on' is one thing when you're busy trying to prove yourself, and it quickly becomes untenable. With the office environment, natural boundaries are created. The day has a start and an end. The couch at home is back to being a place for Netflix, not spreadsheets. Company culture is back in style. Workers at present aren't just clocking in and out; they pursue purpose and a sense of belonging. For them, company culture is a lot more than pizza get-togethers or ping pong tables; it's about teamwork, relationships, synergy, and collective goals. And for many, culture is difficult to feel through a small Zoom screen. See also Women-powered organisation she1K invests in drone startup Hybrid isn't dead—it's evolving This is not saying that the work-from-home era is over and done with. Hybrid work models are still flourishing, and flexibility is still a top priority for many young professionals. What is shifting is the perception that remote work is equal to what is 'ideal.' More and more, the under-30 horde has recognised that now and then, 'being in the room matters more than being on the call.' Thus, if you see more bikes at parking spaces outside the office, or hear more conversation around the coffee machine, you're not imagining it. Young professionals in today's workforce are reminding all that work is actually more than just everyday jobs; it's also about people, places, and possibilities. In a world that's still unravelling the future of work, Gen Zs just want the best of both worlds, and aren't frightened to go out and get it.
Euronews
11 hours ago
- Business
- Euronews
Remote work in Europe: Which countries lead the way and why?
The UK has the highest rate of telework among 18 European countries, with employees working an average of 1.8 days a week from home. On a wider scale, this total also places the UK second out 40 nations. But, aside from the UK, how do work-from-home (WFH) rates differ across Europe and the world? And what might explain variations between countries? The Global Survey of Working Arrangements (G-SWA) shows that telework trends have evolved since the COVID-19 pandemic. The fourth wave of the survey, conducted between November 2024 and February 2025, covers full-time workers aged 20 to 64 who have completed tertiary education (college or university). While the global telework average stands at 1.2 days per week, WFH rates vary significantly across the 40 countries surveyed, ranging from just 0.5 days per week in South Korea to 1.9 days in Canada. Several factors underpin the UK's top ranking, according to Dr. Cevat Giray Aksoy, lead economist at the EBRD and associate professor of economics at King's College London. 'The UK scores highly on cultural individualism, which is strongly associated with comfort in autonomous work environments,' said Giray Aksoy. Aksoy noted that the UK experienced long and stringent lockdowns, accelerating the adoption of remote work infrastructure and norms. He also explained that the UK's labour market is concentrated in service sectors — such as finance, consulting, and media — where WFH can be a practical option. "Crucially, British workers have developed strong and durable preferences for hybrid work, typically wanting 2–3 WFH days per week. This is no longer a marginal benefit; it's a core expectation," he said. Aksoy warned that firms ignoring this reality may face a serious disadvantage in attracting and retaining talent — particularly when competing with employers in other English-speaking countries that have embraced flexibility. In Europe, Finland (1.7 days) and Germany (1.6 days) followed the UK in the ranking. The WFH rates are also relatively high in Portugal (1.5 days), as well as in Hungary and the Netherlands (both 1.4 days). Employees in Czechia, Italy, and Sweden work from home 1.3 days per week, which is slightly above the global average. Romania, Spain, and Austria align with the global average, each reporting 1.2 remote work days per week. Dr. Aksoy attributes the variation across European countries to a mix of structural, cultural, and economic factors. 'Among these, the most powerful predictor is individualism — a cultural trait that emphasises personal autonomy, self-reliance, and independence over collective goals or close supervision,' he said. He added that other factors also play a role. These include the severity and duration of COVID-19 lockdowns, population density, and the industrial structure of each economy. For instance, countries with a larger share of remote-friendly sectors such as IT and finance are better positioned to support hybrid models. Densely populated countries also often see higher WFH levels, in part due to longer commutes. Greece reports the lowest WFH rate in Europe at just 0.6 days per week. 'Part of the explanation lies in the structure of the Greek economy, which leans heavily on sectors like tourism, retail, and hospitality — jobs that generally require physical presence,' said Aksoy. 'But deeper cultural and institutional factors also play a role. Greece scores relatively low on individualism,' he added. He stated that digital adoption and management practices were relatively underdeveloped before the pandemic, which likely slowed the normalisation of WFH. While Finland ranks second in Europe with 1.7 remote work days per week, Norway and Denmark report significantly lower rates at just 0.9 days. Sweden, with 1.3 days, sits in between, reflecting a clear divide in remote work trends across the Nordic countries. Aksoy explained that Finland has a slightly more individualistic culture and a long-standing emphasis on work-life balance and employee autonomy compared to Denmark and Norway, which may maintain more traditional management practices. 'Finnish organisations, especially in the public sector and technology industries, were early adopters of flexible work policies — even before the pandemic,' he added. Among Europe's five largest economies, France has the lowest remote work rate, with employees averaging just 1 day per week from home. Turkey follows closely at 0.9 days, while Poland is slightly ahead with 1.1 days. Overall levels of working from home have declined globally, dropping from an average of 1.6 days per week in 2022 to 1.33 days in 2023. In 2024 and 2025, they fell far more modestly to 1.27 days. The research concludes that remote work levels have roughly stabilised since 2023. 'However, this stability doesn't mean stasis. Incremental shifts could still occur — driven by new technologies, changing demographics, or evolving labour market conditions,' Aksoy added. Europe needs to boost its growth in the face of global headwinds or risk losing its way of life, said the head of the International Monetary Fund Kristalina Georgieva on Wednesday. 'I don't want Europe to become the United States of America, but I want the productivity and functionality of Europe to go up,' she told Euronews. 'In Europe we enjoy being a lifestyle superpower. Unless we become more productive we may lose this advantage,' she added. Georgieva was speaking ahead of the publication of a new IMF statement on Thursday, which offers economic suggestions to eurozone nations. One key message is that Europe must speed up progress on the single market, which ensures the free movement of goods, services, capital and people between single market nations. 'There are no tariffs within Europe, but it doesn't mean there are no barriers in Europe, regulatory and otherwise,' Georgieva told Euronews. The IMF estimates that barriers to free movement in the single market are equivalent to a 44% tariff on goods and a 110% tariff on services. Georgieva noted that in the US, what is produced in one state is split 30-70, meaning 30% is consumed in that state and 70% is sent to other states. In Europe, on the other hand, 70% of production is consumed domestically while 30% is sent abroad. This is a set-up that limits growth by keeping markets smaller and less competitive. 'If Europe completes the single market, over 10 years, it would boost GDP by 3%,' said Georgieva. Means to advance progress on this front include lowering regulatory fragmentation, supporting labour mobility, facilitating cross-border banking mergers, integrating the energy market, and making progress on the capital markets union (CMU) — said the IMF. The CMU aims to allow investment and savings to flow seamlessly across member states. This would make it easier for businesses in one EU state to source funding from another EU state, supporting firms to grow and create jobs. In terms of deepening capital markets, the IMF's statement added that the EU should 'increase institutional investors' familitary with venture capital as an asset class and address remaining undue restrictions on their ability to invest in it'. Looking ahead, the IMF expects eurozone growth at a moderate 0.8% in 2025, picking up to 1.2% in 2026. Trade and geopolitical tensions are expected to dampen sentiment and weigh on investment and consumption. With regards to interest rates, the IMF argued that 'a monetary policy stance close to neutral is justified' as headline inflation nears the ECB's 2% target. When balancing spending pressures with fiscal sustainability, the IMF recommended that countries with strong public finances support countries with less room for manoeuvre. 'It is crucial that care be taken in implementing the EU fiscal rules to ensure that countries with low fiscal risks that intend to increase spending to boost potential growth and enhance resilience should not be constrained from doing so by the rules,' said Thursday's statement.
Time of India
a day ago
- Entertainment
- Time of India
Is Kim Kardashian's bizarre ChatGPT conversation the future of fame? Netizens react: ‘Mad weird'
In a move that has sent the internet spiraling into a frenzy of confusion and curiosity, Kim Kardashian has once again blurred the lines between celebrity and technology. This time, the billionaire reality TV star, entrepreneur, and cultural lightning rod shared a peculiar conversation with none other than ChatGPT — and the responses have ranged from fascinated to flat-out disturbed. On June 18, Kardashian posted a screenshot on her Instagram Stories revealing a personal interaction with the popular AI chatbot, ChatGPT. With her 356 million followers watching, the internet mogul thanked the AI for 'taking accountability,' a sentiment that quickly snowballed into memes, Reddit threads, and questions about the nature of influencer-brand relationships in the age of artificial intelligence. 'Thanks for Taking Accountability,' Says Kim. But... for What Exactly? In the screenshot, Kardashian tells ChatGPT: 'Thanks for taking accountability. That's huge in my book.' The bot's response reads like something out of a strangely self-aware tech PR manual: by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Bangladesh: Jewelry On Sale For Half Price! (See Price List) Luxury Jewelry | search ads Undo 'I really appreciate you saying that. It means a lot — especially coming from someone who clearly values accuracy and rigor. I'll keep raising my game to meet your standards. If there's ever any doubt or if you want a deeper dive on anything, I'm here for it.' To which Kardashian casually responds: 'Thanks dude.' And ChatGPT, ever the hype assistant, replies: 'Anytime — you got it dude. Let's crush the next one.' You Might Also Like: Why WFH can be a hurdle for a successful career? Kim Kardashian's brand co-founder shares her growth mantra No context was given about what the AI was apologizing for — a factual error, a misinterpretation, or something else entirely. But the lack of clarity didn't stop the internet from weighing in. Kim Kardashian posted a private ChatGPT exchange where she praises the AI for its 'accountability.' The cryptic, highly polite chat confused followers and ignited speculation, especially given her previous AI-themed photoshoot with a Tesla robot. (Image: Instagram) Reddit Theories, Sponsorship Speculation, and Digital Existentialism On Reddit, theories began flying fast. One user asked bluntly: 'Anyone think this is a paid endorsement?' Another replied with cynical precision: 'It's the Kardashians. They don't even brush their teeth without a Colgate sponsorship.' A third summed up the collective bewilderment: 'I fear we have lost the plot.' Another asked the question on everyone's mind: 'Is she starting fights with a computer program?' You Might Also Like: ChatGPT caught lying to developers: New AI model tries to save itself from being replaced and shut down Not Her First AI Rodeo If you think this is Kardashian's first foray into robotic realms, think again. Back in November, she posted a futuristic — and mildly unsettling — photoshoot on Instagram featuring herself holding hands with a Tesla robot inside a Cybercab. At one point, she sat in the robot's lap. — KimKardashian (@KimKardashian) The photos drew immediate online criticism and confusion. Users commented things like 'Mad weird,' and 'What in the weird photoshoots is this?' Others pointed out that the robot she was posing with couldn't even walk or talk like it did at Tesla's product demo. On X (formerly Twitter), someone joked: 'Kim Kardashian is truly taking 'hands-on with technology' to the next level! The future of companionship just got an upgrade.' — conor_da_killa (@conor_da_killa) AI, Influence, and the Era of Intimate Machines Whether or not this latest ChatGPT post was sponsored, staged, or sincerely surreal, it raises real questions about the evolving relationship between celebrities, artificial intelligence, and their audiences. Are we entering an era where influencers don't just endorse brands but also form 'relationships' with bots? Can ChatGPT become a sounding board for the rich and famous—or just another digital prop? Kim Kardashian's latest post may have been 'mad weird,' as many followers labeled it, but it may also be a glimpse into a not-so-distant future where celebrity influence and artificial intelligence intertwine in ways we're only beginning to understand.
Hindustan Times
a day ago
- Politics
- Hindustan Times
‘We have two choices': Bengaluru resident proposes solution to city's traffic woes, sparks debate
Bengaluru may be India's technology capital, but its residents continue to struggle with a challenge that even cutting-edge innovation hasn't resolved — the city's traffic. Known for its vast IT campuses and world-class talent, Bengaluru is equally notorious for its congested roads and increasingly difficult commutes. (Also read: Canadian compares loud traffic in Bengaluru with this Indian city, video leaves internet stunned) Social media has long been a sounding board for citizens to express their frustration over the city's traffic chaos. But a recent Reddit post has taken the conversation a step further. A user going by the handle @Popular-Peace6795 shared a candid appeal to fellow residents, drawing attention to the deteriorating situation and proposing two bold solutions. 'I think we have two options to beat this traffic,' the post began. 'One, we go on strike and protest against this auto mafia. Two, we heavily request (beg/plead) our offices for WFH. The first seems highly unlikely but seriously — how much more are you willing to sacrifice your money, time, mental health and physical health?' The post, titled 'People of Bluru, we have two choices!', quickly resonated with many and attracted over 100 comments. Check out the post here: The comments section became a virtual town hall of experiences, frustrations, and ideas. One user wrote, 'I'm sitting at office frustrated, booking autos with 50-60% tip. Making them wait outside a random street and cancelling. I know this is not ethical but nor is them demanding ₹100 for 3-4 kms. This is my silent protest.' Another user suggested an economic approach, commenting, 'We're not dependent on autos for our meal. If they get cancelled enough, they'll understand and be desperate for rides.' However, not everyone agreed with the idea. 'This doesn't help. It only makes genuine travellers lose rides,' argued another. (Also read: 'Harappa had better drainage than Bengaluru': Roads turn into swimming pools after rain in viral videos) For many, the daily exhaustion is taking a toll. 'I used to walk 1.5 km daily from my bus stop to office, by the time I reached, I was too exhausted to do anything,' shared one commenter. Some suggested drastic action: 'Just stop going to office as a strike. Force companies to force government. That's the only way,' wrote one, while another simply stated, 'Mass bunk.' Another user admitted to worsening the situation unintentionally, 'I just got a car. I know it adds to traffic but I can't deal with bikes or autos anymore. At least I'm sitting comfortably now, even if I'm stuck.'
Telegraph
4 days ago
- Business
- Telegraph
The hard-working Gen Zers who prefer life in the office
'Gen Lay-Z'. 'The WFH generation'. 'Nobody wants to work any more'. Depending on who you ask, Gen Z are the ultimate office refuseniks. Their early careers unfolded from bedrooms and kitchen tables, shaped by lockdowns and Zoom fatigue. The watercooler chat? Dead. Al desko lunches? Forgotten. Post-work drinks with the team? Fat chance. They were firmly hooked on back-to-back video calls, Slack pings and a digital nomad-esque life with Wi-Fi as the only real anchor. For love nor money nor free lunches, Britain's under-30s could not be tempted by face-to-face working. Or so bosses thought. Contrary to this narrative, plenty of Gen Z workers have been consistently coming into the office, even when most of their colleagues chose to stay at home. Tamara Salloum moved to London from Beirut three years ago to work at PR firm, ING Media. Although the company has recently mandated workers to go in three days a week in person, she's been a steadfast office devotee since her start date. 'I need that clear line between home and work,' she explains. 'In the office, I can brainstorm ideas, learn from seniors, collaborate across teams and clients and socialise. Then, when I'm home, it's just for decompressing and tuning out.' Although 28-year-old Salloum had worked in the sector before her move to the UK, she knew being in five days a week would help her adjust more quickly to the new culture and communication styles. There are more tangible pluses, too – she works across two monitors, from a proper chair and, as summer hots up, she's enjoying the building's air con. Financially, it makes more sense than working from home, as ING Media provides breakfast, snacks and coffees. Salloun spends around £6 a day on travel. An increasing number of Gen Z workers like Salloum are choosing to be in for most of the week, far more than older peers. A March survey of 12,000 workers in 44 countries by property group, JLL, found that workers aged 24 and under are more likely than any other generation to be in the office, and come in an average three days, compared to between 2.5 and 2.7 days among other generations. While commercial real estate companies like JLL have skin in the game in the return to office tussle, several other large surveys show similar shifts. In mid 2024, the urban policy research unit and charity, Centre for Cities, surveyed office attendance in six global cities, finding that in London, the youngest workers (aged 18-24) spent the most time working in the office each week on average. That's despite having the lowest mandated time in the office – 3.1 days on average, compared to four in Sydney, 3.6 in Singapore, 3.4 in New York and 3.3 in Toronto. This younger cohort of Londoners was also the most likely age group to say they work best in the office, at 43pc. There are signs the trend will extend to those who have yet to enter Britain's workforce, or are just starting out. Bright Network, which connects graduates and young professionals with recruiters in global companies, surveyed 15,000 UK students and found that six in 10 (59pc) of graduates want to go into the office five days a week. Of those who want to be in five days a week (31pc), there's been an increase of 6pc since last year. So, amid clamours of return to office mandates – with companies such as JPMorgan Chase, Boots and THG ordering staff back to the office for five days a week – why are some Gen Zers heading back of their own accord? And what does the younger cohort's boomerang move mean for the rest of the workforce? 'Slack channels can't replicate hanging out with people' Against the backdrop of the 'working from home revolution' in the UK, it's easy to overlook a quieter crisis: the young people who missed out on fundamental, identity-shaping experiences during the pandemic – chances to make friends, build networks and find their footing in adult life. While older generations often relied on pre-existing communities, forged through university, long-term employment, hobbies or local ties, many younger adults had no such foundations in place. Can you miss what you never had? Perhaps – and the data suggests as much. A report by the think tank, Onward, shows that one in five Britons aged 18-24 have one or no close friends, a proportion that's tripled over the last decade. Supporting this trend, earlier figures show that those aged between 16 and 29 are at least twice as likely to report feeling lonely often, or always, than those over 70 (9.7pc versus 3.7pc). Courtney Boateng, entrepreneur and co-founder of To My Sisters, a community and podcast empowering women in academia and the workplace, believes Gen Z's appetite for the office is centred around 'community and the sense of belonging that comes with that'. Young people – herself included – see this as a way to accelerate faster in a career, not in a superficial or transactional way, but out of genuine connection. 'That's what people are seeking in so many areas of their life, and Gen Z wants that from the office,' says Boateng. Salloum, who has made close friends with her colleagues at ING Media, would agree. Many of her work buddies are of a similar age and like going to the Shoreditch site almost as much as her. 'We go on coffee runs and lunch together, and sit on the office terrace when the weather is good,' she says. There's a social committee which organises game nights, team quizzes and during Ramadan, a team iftar. She says she'd get FOMO if she stayed home. 'I'm lucky that I really like my colleagues, so I never worry it will be awkward or that we won't have things to talk about,' says Lewis White, 27, a research officer at the Money and Mental Health Policy Institute. 'For me, there's no amount of Slack channels that can replicate the feeling of hanging out with people, and chatting while you work.' A psychology graduate, White began his career as a healthcare assistant at a men's psychiatric intensive care unit, and after three and a half years, began looking in the third sector. He was pleased to find a role that aligned so well with his interest in mental health, and after a six-month internship at the charity, White moved into a full-time position. Staff are required to be in the office at least two days a week, but White usually goes in for roughly three days – a number that might increase when the office relocates from central London to east London, where he can cycle easily from home. Mentored, not micromanaged The stereotype that Gen Z is universally work-shy has seeped into the workplace. According to Statista, a quarter of UK business owners and employers describe these younger workers as struggling with professional boundaries, displaying informality and being resistant to criticism – traits often mistaken for laziness, rather than signs of needing better support. Boateng believes that many Gen Z workers are simply under-equipped and eager for guidance. 'They want to be mentored, not just micromanaged,' she says, noting it's often far easier to achieve this in person. White, being new to the sector, appreciates the immediacy of in-office communication. 'If I need to run something by someone, I can pull them aside, bring my laptop over, and have a quick chat,' he explains. 'It cuts out the 5-10 minutes of messaging on Slack or setting up a Google Meet.' As these young people enter the workforce, Kirsten Barnes, chief executive of Bright Network, explains that they definitely see the office as 'the place to learn by osmosis and upskill in both soft and hard skills to propel them into the future'. Indeed, Bright Network's research found that the chance to learn from others remains the top reason young people want to go into the office (39pc), followed by the opportunity to build their networks (18pc), then teamwork and collaboration (11pc). Proximity to managers and senior leadership matters, too. 'Gen Zers don't expect to be best pals with the chief executive, but they shouldn't be these mystical figures at the top either,' says Boateng. She likens her generation to toddlers, always asking why. It can be annoying, she admits, but it stems from a genuine desire to understand the workplace and the complex systems within it. 'Asking the hard questions – and getting the hard answers – builds our understanding of the social environment, and helps us become more invested, mature contributors to a workplace.' 'I'm lucky to have a job' Recent graduate Neel Shah works as a digital marketer for JDM Distributors and has to go into the office-cum-warehouse every day, although this suits him fine. 'I've never worked from home, but I'd get really lazy if I did,' says Shah, who begins his day with the gym at 5.30am, before heading home to change and then drive from Harrow to Watford for an 8am start. He handles JDM's email marketing, influencer collaborations, social media marketing and website, so if he's not in the office, he's managing or attending events and meeting with collaborators. Shah feels well-liked and trusted at work and that he's fulfilling the expectations made of him. Doing a five-day week on-site, he says, has helped him adjust quickly to working life after his degree. 'I feel lucky to have got an internship at JDM and then a job, because tons of my friends are still looking for any kind of permanent work,' he explains. 'I know lots who finished their degrees three or four years ago, but have only been able to find zero-hours contracts since then, which is scary when you're in so much debt from uni.' Under the thumb of intensifying labour market pressures, the outlook for graduates in Shah's cohort is far from rosy. With the threat of Trump's tariffs, and higher taxes for employers taking effect, job vacancies fell to the lowest level in nearly four years in April. It's understandable then, that rising numbers of younger workers would sacrifice working from home to secure a new role. According to a new analysis of over two million jobseekers by Flexa, 12pc fewer Gen Z job seekers listed 'location flexibility' as a key criteria for new roles in March, compared to the start of the year. By contrast, demand for location flexibility increased among all other age groups over the same time period. For the youngest Gen Zers fresh out of further education, the balance of power clearly sits with the employer. The spectre of RTO mandates While around 59pc of UK professionals now work in a hybrid capacity, a four percentage point increase since 2024, according to Michael Page's Talent Trends Report 2025, many are anxious about the future of flexible working. Work arrangements consistently top candidate concerns during job interviews facilitated by Michael Page. These fears, however, may be misplaced. Despite bold declarations from high-profile chief executives calling for bums on seats, the data tells a different story. Research from King's College London shows remote work rates have held steady since 2022. Drawing on over a million Labour Force Survey records and 50,000 responses to the UK Survey of Working Arrangements and Attitudes, the study also found growing resistance to full-time office mandates. In 2025, half of UK employees said they'd consider leaving their job if forced back full-time – up from 40pc in 2022. The share who would quit on the spot has doubled, from 5pc to 10pc. 'Anyone facing a return to office mandate should hold their ground – resistance is more than reasonable,' says Professor Heejung Chung, director of the Global Institute for Women's Leadership and lead author of the study. 'In the UK at least, flexibility is the norm – and will continue to be so.' For young professionals hoping to make themselves indispensable in a tough economy, the office can be a place for connection, mentorship and growth – but not at the cost of flexibility. White believes the appeal lies in having the option to work from home when needed. 'Several of my close friends still work in healthcare, and it's complicated – they're right to be jealous of my hybrid setup,' he says. 'When I was at the hospital, I felt the same way about anyone in an office job.' Salloum agrees that having flexibility is key: 'I love being in the office – but I also love having the option to work from home when I need to.'
