{"id":75825,"date":"2025-10-16T09:19:35","date_gmt":"2025-10-16T13:19:35","guid":{"rendered":"https:\/\/complx.ca\/?p=75825"},"modified":"2025-10-16T11:46:15","modified_gmt":"2025-10-16T15:46:15","slug":"fin-du-teletravail-un-debat-explosif","status":"publish","type":"post","link":"https:\/\/complx.ca\/en\/fin-du-teletravail-un-debat-explosif\/","title":{"rendered":"The end of teleworking? An explosive debate"},"content":{"rendered":"
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Back to the office: managers' dilemma with teleworking<\/span><\/strong><\/h2>

Since the pandemic, teleworking has become the norm in many Quebec companies. In 2025, when health measures are no longer an obstacle, many organisations want to bring their employees back to the office. This desire, often driven by managers, is coming up against a new reality of work where flexibility, autonomy and quality of life have become fundamental expectations.<\/p>

Why companies want to bring employees back to the office<\/strong><\/h2>

Managers give a number of reasons for this. Firstly, returning to the office is seen as a way of strengthening the corporate culture. Informal interactions, spontaneous exchanges and team dynamics are more difficult to maintain from a distance. Secondly, some managers believe that supervision and performance appraisal are more effective face-to-face. Finally, many believe that creativity and innovation are born more easily in a shared physical environment.<\/p>

What the figures say about Quebec in 2025<\/strong><\/h2>

According to recent data published by Revue Gestion, a number of Quebec companies have begun to reduce their teleworking policies, asking employees to return to the office more frequently, or even full-time. However, this trend is not welcomed by some employees, who see it as a loss of flexibility and a step backwards from the gains of recent years. Returning to the office is described as a \u201cblind spot\u201d for managers, who underestimate the impact on motivation and retention.<\/p>

The benefits of teleworking for employees<\/strong><\/h2>

From the employee's point of view, teleworking offers many benefits. It allows for better time management, reduced travel-related stress and a healthier work-life balance. A number of studies have also shown that increased autonomy boosts concentration and productivity, especially in tasks requiring calm and reflection. Many office spaces have been converted into open-plan work areas, which is not to everyone's liking when it comes to concentration!<\/p>

The hybrid model: a compromise<\/strong><\/h2>

Faced with these tensions, many companies are opting for a hybrid model. This involves combining a few days' presence in the office with teleworking, generally two or three days a week. This compromise helps to maintain team cohesion while respecting individual needs. The success of this model depends on transparent communication and the active involvement of employees in defining the new rules. A compromise remains a compromise. It must please both parties without being 100% perfect for either of them.<\/p>

What this says about the world of work<\/strong><\/h2>

The debate surrounding the return to the office reveals a profound transformation in the world of work. The role of the office is changing: it is becoming a place to meet, collaborate and socialise, rather than a place of routine. Managers must now adopt empathetic and adaptive leadership, capable of recognising the human needs behind professional performance. The future of work depends on trust, flexibility and recognition of individual aspirations.<\/p>

The return to the office should not be imposed, but strategically thought through. In 2025, Quebec companies have the opportunity to redefine their work culture by focusing on listening, balance and innovation. The challenge for managers is to find the right balance between physical presence and professional freedom, in order to build a sustainable and motivating work environment. It's time for managers' leadership to evolve and manage differently. Returning to the office should not be seen as a control tool to keep an eye on employees.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\tJulie Dupuis\t\t\t\t\t\t<\/h4>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\tJulie Dupuis is passionate about human behaviour and personal development, a passion she has been putting to good use for over 20 years.\r\n\r\nWith several university degrees in social sciences, human relations and administration, she is a NOVA-certified NLP coach, Black Belt Lean SixSigma, ND, speaker and expert in organisational development. She also holds a doctorate in naturopathy, and has developed her knowledge of health and well-being to understand and integrate a holistic approach into her relationship with performance. She works with businesses and municipal organisations, and is also a municipal administrator.\r\n\r\nThe author of the book \"Fracasser les portes\", she shares her difficult journey, which has made her stronger and more resilient. As CEO of Complexe X, she and her team are working to democratise skills development, aiming to influence as many people as possible to maximise their personal and organisational potential.\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Since the pandemic, teleworking has become the norm in many Quebec companies. In 2025, when health measures are no longer an obstacle, many organisations want to bring their employees back to the office. This desire, often driven by managers, is coming up against a new reality of work where flexibility, autonomy and quality of life have become fundamental expectations.<\/p>","protected":false},"author":3,"featured_media":75839,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[202],"tags":[341,102],"class_list":["post-75825","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-competences-de-gestion","tag-retour-au-bureau","tag-teletravail"],"acf":[],"_links":{"self":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts\/75825","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/comments?post=75825"}],"version-history":[{"count":3,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts\/75825\/revisions"}],"predecessor-version":[{"id":75841,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/posts\/75825\/revisions\/75841"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/media\/75839"}],"wp:attachment":[{"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/media?parent=75825"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/categories?post=75825"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/complx.ca\/en\/wp-json\/wp\/v2\/tags?post=75825"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}