I keep observing the return-to-office movement, and it’s fascinating how physical presence and counting hours are still a “thing” for many business leaders. It’s almost delusional to keep pushing this approach when AI-driven layoffs are haunting industries left and right. Artificial Intelligence is already so much faster than humans at processing data, automating tasks, and improving efficiency. Yet, some leaders still act like clocking in at 9 AM is the gold standard of productivity.

In case you missed the news - it’s February 2025, and Workday just announced the layoff of 8.5% of its workforce. This follows in the footsteps of Cisco, Dell, Amazon, Meta, and many others. Meanwhile, Deloitte’s 2023 Global Shared Services and Outsourcing Survey reports that organizations are shifting shared service operations to lower-cost locations. Translation? Automation and cost-cutting. So, where do return-to-office mandates fit into this madness? They don’t. If anything, they’re just a desperate attempt to cling to outdated management tactics, instead of adopting more sustainable, results-driven leadership approaches.

Why traditional management no longer works

Traditional management is built on a hierarchical, rigid approach that prioritizes control, predictability, and standardized processes - all things that AI is already better at. Rooted in the industrial era, this style of leadership made sense when factory workers had to be physically present to produce goods. But when the service industry exploded, this same approach led to presenteeism, where hours spent at a desk became a misguided measure of dedication. Hard workers weren’t the ones delivering results; they were simply the ones who turned off the office lights last.

The problem today? AI already outperforms humans in speed and efficiency, handling repetitive and operational work effortlessly. There’s no competing with AI on raw output. It doesn’t need breaks, doesn’t get distracted, and doesn’t make careless mistakes. So, if that’s the case, why are we still tracking hours and requiring physical presence when AI is already delivering results faster and more accurately than any human could?

But don’t panic! This isn’t the end of human relevance. AI still lacks creativity, critical thinking, and emotional intelligence. And before the skeptics chime in with “Well, that’s just for now” - remember, AI only knows what we feed it. It can’t read our thoughts, predict our intentions, or lead with vision. That’s exactly why leaders need to focus on human-centered skills and prioritize the quality of work over outdated measures like attendance and time tracking.

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Leaders who micromanage are doomed

Let’s talk about micromanagement, which is the classic sign of bad leadership in denial. Micromanagement is when leaders feel the need to control every tiny task, suffocating employees instead of trusting them to do their jobs. It’s leadership at its worst, meaning that managers keep obsessing over inputs instead of outcomes.

Well, here’s the thing: AI now delivers results instantly, making obsessive oversight completely irrelevant. So instead of monitoring every move your employees make, why not rethink how work actually gets done?

Future-proof companies don’t need bosses hovering over employees’ desks. They need leaders who empower teams, set clear collaboration rules, measure work quality, and actually lead by example. So, if you’re feeling called out, here’s a mini AI-era management guide for ex-micromanagers (is this you?):

1. Stop tracking hours but start measuring outcomes

No one cares if Bob logged exactly 8 hours today. AI doesn’t punch a clock, and neither should your leadership style. Set goals, measure impact, and let automation handle the busy work.

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2. Set clear goals as nobody can read your mind

Instead of panicking about your KPIs and demanding physical attendance to feel in control, be crystal clear about your vision, expected outcomes, and what “great” actually looks like. No assumptions, no misunderstandings - just clarity.

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3. Remote work is here so deal with it

Forcing people back into the office doesn’t magically make them more productive - it just makes them resent you. AI, automation, and digital tools allow employees to work smarter, not just longer.

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4. AI is not your surveillance camera

Please, don’t turn into Big Brother. Tracking keystrokes, monitoring screens, and forcing daily check-ins? Yikes. Instead of spying, teach employees how to use AI to check their own quality and efficiency... but that means you’ll have to learn it first. Yes, that’s your homework!

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5. Be a coach, not a control freak

Ever heard of Ted Lasso? No? Watch it. You don’t want a team that just blindly follows orders. You want thinkers, innovators, and problem-solvers. Guide, mentor, and create space for people to actually grow.

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Office attendance ≠ collaboration

Now, let’s address the most common excuse for forcing people back to the office. “In-person work fosters collaboration!” Sure, but only if done with intention. Simply shoving people into the same building won’t magically spark innovation.

If that were the case, every open-plan office would be a hub of creativity. Instead, what do we see? Employees sitting in noisy spaces with noise-canceling headphones, taking Zoom calls they could have joined from home.

The issue isn’t where people sit but it’s how work is structured.

I’ve seen very few managers who could logically justify office attendance and present a plan that actually makes it meaningful. Most return-to-office policies boil down to vague statements like “Collaboration happens in person.” But ask them, “Okay, how exactly? What’s the plan?” ...and you’ll hear crickets.

Dragging people into an office just to sit in virtual meetings isn’t collaboration. It’s a waste of time, energy, and goodwill. And let’s not even talk about the hours lost to commuting, forced small talk, and the constant distractions of open-plan offices. You must know that employees aren’t resisting office mandates because they’re lazy. They’re resisting because they know their time is being wasted.

The future of work is leaving outdated bosses behind

To me, the reality is clear. AI is making outdated management styles obsolete, and clinging to time-tracking, rigid office mandates, and micromanagement is the slowest way to say goodbye to relevance. AI is automating the busywork, proving that hours worked mean nothing without results, and exposing which managers were really just glorified babysitters.

So here’s the truth: Clinging to control isn’t leadership. It’s just a stubborn refusal to evolve while the workplace keeps moving on without you.

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Watch my interview about my views on the the future work during the GLMC conference in Riyadh, in January 2025.

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