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Balancing Flexibility and Well-Being: My Take on Kevin O'Leary's RTO Policy

I recently saw a LinkedIn post authored by successful businessman Kevin O'Leary. As I scrolled to read his thoughts, I couldn't help but think, "This ain’t it."

At first glance, Kevin O'Leary’s stance on his employees returning to the office sounds fantastic. Many employees are waiting for the day their employer declares, “They ain’t coming into the office, period.” 

However, when giving Kevin’s statements a closer look, his approach to life-work balance and his employee’s overall well-being raises some concerns. While I firmly believe that the flexibility remote work offers provides some incredible opportunities, remote work must be approached with mindfulness and balance, and Kevin O’Leary’s approach ain’t it. 

We must remember that valuing the "where" and "when" of work should not overshadow the importance of life-work balance and well-being. Remote work should empower us to manage our time efficiently while allowing us to recharge and spend quality time with loved ones.

Expecting employees to be available around the clock, even during vacations, can lead to burnout and reduced job satisfaction. We should strive for a culture that values personal time and encourages employees to disconnect and rejuvenate. Studies consistently show that a well-rested and motivated workforce is essential for sustained productivity and innovation.

Let's remember that remote work isn't just about cutting real estate expenses; it's about creating an environment where individuals can thrive and be their best. By championing life-work balance, empathy, and open communication, we can ensure that remote work remains a powerful tool for personal and professional growth.

What's your take on balancing flexibility with well-being in a remote work setup?

Justin Harlan
Justin Harlan
Justin Harlan is the Managing Director of Tulsa Remote, a program honored on Fast Company's prestigious list of World's Most Innovative Companies for 2022, which recognized its unique approach to attracting remote workers to Tulsa and promoting economic development in the city. Under Justin’s leadership Tulsa Remote, the largest relocation incentive program in the U.S., has grown to more than 2,500 members.

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