Why Are Remote Workers Being Called Back to the Office?

In my previous article, Remote work or not remote work, that is the question, I explored the trade-offs between working from home and working from the office. That piece sparked even more questions - and one of the biggest is: why are so many remote workers being called back?

Making the Invisible Visible

It’s tempting to say it’s all about control. But in my experience, the reality is more complex. A lot of it comes down to visibility and communication.

When I moved from my ex-employer’s headquarters in Amsterdam to open an office in Canada, I suddenly became invisible. No casual bump-ins, no colleagues seeing me work hard, no quick chats in the hallway. Add a 6-hour time difference, and I had only a narrow window each morning to connect with HQ. Meanwhile, my bottom line was zero. I was meeting as many people as I could, but in those early days there were no results to show for it.

The only thing that kept trust alive was proactive communication about my activity levels. I made sure to share not just the outcomes but the actions behind them - who I met, what I was working on, and where I was putting effort. It wasn’t about bragging; it was about making my work visible when it couldn’t be seen.

And in a way, that’s the same challenge managers face today. When they can’t see activity, they start filling in the blanks. If employees don’t make their work visible, trust becomes fragile.

When Communication Fails & Trust Is Broken

Most remote workers are committed and productive. But not everyone communicates clearly about their activity - and that’s where doubts creep in. Managers can start to wonder whether progress is really being made.

Of course, there have also been cases of abuse. I’ve heard stories of people trying to do childcare and work at the same time, run errands throughout the day, or even juggle a second job on company hours. These situations may be rare, but when they happen, they break trust quickly.

To be fair, this isn’t unique to remote work. We’ve all seen in-office employees scrolling social media or looking busy without producing results. The difference is that in the office, you notice right away. With remote work, problems can drag on for weeks or months before anyone realises.

The Speed of Side-by-Side Work

It’s also true that communication is often faster and easier in person. You look up from your desk, ask a question, and get an answer straight away. Working side by side can speed things up.

I’ve heard managers say the same: it’s convenient. They don’t need to call people one by one or send multiple messages - answers come on the spot. That visibility and immediacy reassure them that work is moving forward.

But speed isn’t the whole story. Remote work saves time in other ways - fewer commutes, more focus, more recovery. Many remote workers deliver just as much (or more), but because their activity isn’t seen, managers sometimes doubt it.

And that’s really the bigger pattern: whether in-office or remote, trust relies on visibility. In the office, visibility is automatic. Remotely, it has to be created deliberately.

In the End, It’s About Trust

Yes, working side by side can make things faster; remote work saves time in other ways. Both models create efficiency, just differently.

When managers call people back, it’s often because trust has been broken - through poor communication, unclear activity, or outright abuse.

That’s why remote work demands proactive and deliberate communication. Not only about results, but also about effort and progress. Making the invisible visible.

Remote work can succeed - but only if visibility and trust are deliberately rebuilt.