World of Work 2030: Introverts Vs Extroverts

The year is 2030, a decade since the COVID-19 pandemic changed the world of work. 

It is a time after the Great Move Indoors and the Extrovert Exodus, when workplaces diverged forming two discrete types: Decentralised and Traditional. Decentralised businesses have no premises and employ only remote workers. Traditional workplaces are location-based and workers work 9am-5pm five days a week. 

While the former is staffed exclusively by introverts, the latter employs only extroverts. This is not by design, but a result of employees self-selecting. Those businesses that wanted people in the office attracted only extroverts and socially oriented people, while those who embraced remote and hybrid working attracted those who wanted to work alone or valued the convenience of homeworking over the benefits of being in an office. 

No amount of perks could compete with the benefits of working from home

The tribalism and polarisation that swept the West in the ‘20s had finally arrived at work. In those hopeful days after the pandemic, LinkedIn and business websites were full of articles about how organisations were trying to ‘lure’ and ‘entice’ workers back into the office. But the field was split and no amount of perks could compete with the benefits of working from home. Meanwhile, the few extroverts who didn’t mind the commute found their offices empty and decided it wasn’t worth going in anyway - ‘I can be alone at home or alone in the office’.

I’ve just finished reading another Philip K Dick novel and, rather than writing a simple think piece, I decided to explore the challenges facing businesses who want to get employees back in the office, using a different format: speculative fiction. 

The idea at the root of this piece is that as people move jobs, they will select roles based on their working preferences - office or remote/hybrid. This has a sorting effect and, over a ten-year period, businesses will end up with entire cohorts based on those preferences. Not only will they have attracted people who want that particular way of working, but they will have driven those who don’t like it, to the companies who champion whatever their preference is. 

While I have exaggerated the potential impacts to an extreme for this article, it is a real force that is shaping businesses and their teams. This is evident in the many, many articles about businesses forcing people back into the office and the unhappy workers who are leaving to find work at places that offer remote/hybrid.

NB: I acknowledge that many extroverts also prefer working from home due to family commitments, gruelling commutes and other factors. Like any good story, it’s spoiled by having to be true. I even know a few introverts who are heading into the office more to support their mental health. 

Chapter 1: Decentralised - A Haven for Introverts

Solo focus

Imagine a company operating with a team composed entirely of introverts, thriving in a fully remote environment. This scenario offers a plethora of advantages, chief among them being the comfort and productivity that introverts find in solitary workspaces. Without the distractions and social pressures of a traditional office, introverts can harness their deep focus and creativity, often leading to high-quality work and innovative solutions.

Empowerment

For many introverts, this remote landscape is not just about work; it's about crafting a lifestyle that acknowledges and respects their need for solitude, not just for productivity but for personal well-being. The flexibility to design one's day, to work in bursts of intense focus followed by periods of rest, is not just a perk but a profound shift in how work integrates with life.

Mental health

However, this introvert-dominated remote landscape is not without its challenges. The lack of face-to-face interaction can hinder spontaneous brainstorming and quick decision-making. Moreover, the absence of casual, in-person exchanges may slow the building of trust and camaraderie among team members, potentially impacting team cohesion over time.

However, solitude can morph into loneliness, a state that can significantly impact mental well-being. The human need for connection and interaction, even in its most minimal form, is fundamental and a lack can lead to feelings of alienation, decreased motivation, and in severe cases, anxiety and depression. 

Here’s a balanced look at the pros and cons of Decentralised companies:

	For businesses	For employees
Aspect	Pros	Cons	Pros	Cons
Productivity	High levels of individual productivity due to reduced distractions and an environment that caters to introverts' need for quiet.	Potential challenges in fostering a dynamic, spontaneous exchange of ideas that can spark innovation.	The comfort of working in a personally tailored, distraction-free environment enhances focus and output.	Risk of overwork due to blurred boundaries between personal and professional life, leading to potential burnout.
Communication	Increased efficiency in communication through structured digital channels, which can also serve as a documentation trail.	Possible delays in communication due to a preference for asynchronous methods, impacting the speed of decision-making.	Comfort in expressing thoughts and ideas through written communication, which can be more considered and refined.	Potential for feelings of isolation and a lack of personal connection with colleagues due to limited face-to-face interaction.
Team Cohesion	Opportunity to build a culture that deeply values and respects individual work styles and contributions.	Difficulty in creating a sense of community and shared purpose without physical interactions, possibly affecting team loyalty and cohesion.	Ability to work independently without the social exhaustion that can come from office politics or forced socialisation.	Missed opportunities for informal learning and bonding that occur naturally in a physical office environment.
Flexibility	Access to a wider talent pool, not restricted by geographic limitations, allowing for the selection of top introverted talents.	Managing remote teams requires investment in technology and training to support effective remote work practices.	Greater work-life balance with the ability to structure the workday around personal peak productivity times.	Challenges in separating work from home life, which can lead to a constant work mindset with little physical separation from the work environment.
Innovation	Deep, focused work periods can lead to significant breakthroughs and well-thought-out innovations.	The absence of a shared physical space for spontaneous brainstorming and collaboration might limit creative synergy.	The solitude can foster deep thinking and creativity, providing the space to explore ideas without immediate external judgement.	Reduced exposure to spontaneous idea exchanges and casual collaboration, which can sometimes spark innovative solutions.

Chapter 2: Traditional - A Playground for Extroverts

Dynamic collaboration

Conversely, envision a workplace bustling with extroverts, where the energy of in-person collaboration fuels creativity and dynamism. This environment thrives on the synergy of team members, with ideas bouncing off the walls and the social fabric of the office strengthening professional bonds. 

Motivation

Extroverts often find motivation in such settings, where the immediate feedback and visible team spirit propel productivity and innovation.

The constant buzz and social demands can be draining

Draining

Yet, this extrovert-centric office space is not devoid of drawbacks. The constant buzz and social demands can be draining for those who may occasionally seek solitude to recharge or concentrate. 

A lack of focus

Furthermore, the emphasis on collaboration could inadvertently sideline deep, reflective work, potentially stifling individual creativity that flourishes in quiet.

Support 

The physical presence of colleagues creates a backdrop of constant interaction, where the simple act of sharing a workspace can significantly reduce feelings of isolation. This environment naturally cultivates a sense of belonging, where individuals are part of a community, not just a corporate structure. 

Here’s a balanced look at the pros and cons of Traditional companies:

	For businesses	For employees
Aspect	Pros for Business	Cons for Business	Pros for Employees	Cons for Employees
Productivity	High energy and dynamic interactions can lead to quick decision-making and spontaneous brainstorming sessions.	The constant buzz and activity may distract some employees, potentially reducing individual productivity on tasks requiring deep focus.	Thriving in a lively environment can boost morale and motivation, leading to increased productivity in collaborative tasks.	Difficulty finding quiet spaces for concentration can lead to decreased productivity in tasks that require deep focus.
Communication	Face-to-face communication enhances clarity, immediacy, and can lead to stronger relationships among team members.	The preference for verbal over written communication might result in less documentation of decisions and processes, potentially leading to confusion.	Immediate feedback and the ability to clarify points on the spot can improve understanding and performance.	Constant interaction and the pressure to always be "on" can be exhausting, even for extroverts, leading to communication fatigue.
Team Cohesion	The office environment fosters a strong sense of community and belonging, which can enhance team spirit and loyalty.	High-energy environments might overshadow quieter voices or ideas, potentially leading to a lack of diversity in perspectives.	Social interactions and team-building activities can strengthen professional bonds and personal friendships.	The emphasis on social cohesion might pressure individuals to participate in social activities, even if they need time alone to recharge.
Flexibility	The structured office environment can create a predictable routine that maximises collaborative work during core hours.	Lack of flexibility in work location and hours might not suit everyone's personal circumstances or productivity rhythms, leading to dissatisfaction.	Clear separation between work and home life, with the office providing a dedicated space for professional activities.	The rigid structure of office hours and the commute can encroach on personal time, reducing work-life balance.
Innovation	The synergy of working together in person can spark creativity and lead to innovative solutions through dynamic collaboration.	The focus on group work and brainstorming sessions might neglect the development of ideas that require solitude and reflection to mature.	Being surrounded by energetic colleagues can inspire creativity and drive to participate in innovative projects.	The constant group dynamics might stifle individual creativity, particularly for tasks that benefit from quiet reflection.

Chapter 3…

The next chapter of this story has yet to be written.  

Importantly, we are in the prologue to this story - still making decisions that will steer what happens in a decade’s time. Will employers find the answer to getting people back in the office; the light bulb that moths find so irresistible? Or will they have to enforce attendance? If they do, are there enough businesses offering hybrid/flex/remote to house all these refugees?

The next chapter of this story has yet to be written.  

However, the thing that really interests me is to what extent does this happen and what do those workplaces packed full of people-who-want-to-be-around-people feel like? Maybe I’ll use the pros and cons above to inform another chapter: a short story about people and relationships, about mutual support and collaboration, about sacrificing convenience for the good of the group.

[Insert apology for my evident bias.]

Think I’m wrong? Tell me why.