Like many companies that have embraced remote work during the pandemic, Dell has prided itself on being a leader in offering flexible work arrangements. That’s why their recent decision to push employees back into the office is both surprising and disheartening—particularly for working parents.
Dell’s recent decision to call all sales staff back to the office with just two days’ notice has left many employees scrambling, especially working parents who rely on remote flexibility. In some cases, parents were told to use their personal time off (PTO) if they needed to pick up their children, leaving many feeling unsupported.
This sudden disruption highlights the real challenges of such a drastic policy change and its impact on employees who had grown accustomed to a hybrid model that provided much-needed balance.
While I understand the pressures companies face to maintain culture, collaboration, and productivity, a blanket return-to-office policy feels like a step backward for an organization that has long championed flexibility.
This Feels Out of Place for Dell
Dell, like many tech giants, has been a beacon of innovation not just in its products but also in its workplace policies. For years, Dell has been at the forefront of enabling remote work, understanding that flexibility isn’t just about convenience—it’s about trust, inclusion, and creating an environment where diverse teams can thrive.
What makes this recent decision so difficult to reconcile is that it runs counter to Dell’s established values. Hybrid work isn’t just a temporary measure—it’s become part of the DNA for many companies, including Dell. And it’s particularly vital for parents and caregivers who need that flexibility to balance both personal and professional commitments.
A Pew Research study showed that 76% of working parents said flexibility was a key factor in staying with their current employer. This kind of data is hard to ignore, especially in a talent market where retention and recruitment are as competitive as ever.
The Impact on Working Parents and Caregivers
One of the most overlooked aspects of return-to-office mandates is their impact on parents. For those with young children, returning to the office full-time creates significant logistical and financial challenges.
Research from Harvard found that working parents in hybrid roles reported lower levels of stress and higher levels of productivity than their in-office counterparts. It’s not hard to see why: the hybrid model allows for better work-life integration, which, in turn, leads to greater engagement and less burnout.
We Are Losing Focus on Inclusivity
Inclusivity is another major factor. Parents, caregivers, and those with specific health needs have benefited tremendously from the hybrid model. Gallup data shows that flexible work environments have improved workplace inclusivity, with employees feeling they have greater autonomy and control over their work-life balance.
A one-size-fits-all return to the office not only disregards these benefits but also risks alienating a large portion of the workforce. At Kadence, we’ve seen how the hybrid model can be a win-win for both employees and companies, particularly when it comes to keeping top talent engaged and productive.
I Empathize But Still Disagree
I empathize with Dell’s concerns. Like many organizations, they are likely wrestling with how to maintain team cohesion, collaboration, and a strong culture when employees aren’t physically present in the office.
But forcing everyone back isn’t the answer. The hybrid model offers the best of both worlds: it allows employees the flexibility they need while still enabling teams to come together when collaboration is essential.
A Stanford study found that hybrid work models boost employee productivity by 13%, particularly when teams are allowed to come together in the office for key projects while maintaining flexibility at other times.
It’s time to rethink what workplace success looks like. Hybrid work is not just a response to the pandemic—it’s a strategy for the future.
Dell’s workforce—and its culture—deserves better. Let’s champion flexibility, inclusivity, and the needs of working parents by embracing hybrid work as the future of business success.
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