Two years later, executives are giddy and ready to welcome their workers back into the office.

“I don’t know how I can tell you how eagerly I look forward to seeing my family again.” Apple Chief Executive Tim Cook told his employees in a memoHis company’s April 11 hybrid work-life plan was presented last week.

“I want everyone to feel as motivated as I do, and that they are excited about seeing their colleagues again over the next few weeks.” ComcastIn a memo to employees dated February 22, Jeff Shell, NBCUniversal’s CEO wrote. It is an exciting time. We are open for your return at all NBCUniversal sites.

Even Joe Biden, President wrote a letter to federal workers this monthThey must show Americans that it’s right for them to go back to work, as Covid case volumes fall following the dramatic spike in the omicron variation. His March 1 State of the Union Address, which was delivered by the President on March 1, broadened his message for all Americans.

It’s time to put Americans back to work, and to fill up our wonderful downtowns. Biden said. It is possible to work remotely and feel at ease when you return to the office. That’s what we do here at the federal government. Federal employees will be working in person again for the majority.

Studies show that workers aren’t as excited about coming back to work.

The Future ForumThe survey, which was conducted by Slack workplace messaging platform, found that there is a disconnect between executive-employees and returning to work. Three quarters of executives said they would like to work remotely three to five times a week. This compares to about one third of employees. Only 44% of executives that have worked remotely during the pandemic said they would like to return to work every day. Only 17% said the exact same.

Others research suggests employeesThese were pleasantly surprisedTheir work-from-home experience is a life-changing one and they want to continue it.

Brian Elliott of Future Forum, vice president said that the disconnect can be caused by many factors. He stated that executives don’t live the same lifestyles as employees, and they rely on an old view of work to determine what is important to ensure that their company thrives.

Elliott stated that executives have better work environments. They probably have a desk with doors. They may not have the same childcare issues as other employees. As a society we are running the risk of executives not listening to employees who want flexibility, and real proximity biases between people who work at the office or those who don’t.

However JP Morgan ChaseJamie Dimon, Chief Executive Officer said that last year the company was remote work “doesn’t work for spontaneous idea generation” Elliott stated that culture is being eroded and work-life balance can be improved by using hybrid environments. He said this data showed workers feel more connected to their colleagues in a better way. Modern technology connects coworkers — including those who may have worked remotely before the pandemic — that levels the playing field among employees. Elliott explained that this sense of fairness does not depend on whether or not you meet in an elevator. This improves work satisfaction.

Elliott stated that the data contradicts the notion of culture being fostered by working in an office. Digital tools are essential to creating a culture that is inclusive of people other than the typical white male executive. Companies who invest in modern technology and think about how to bring people together, will be more successful than companies that insist on working full-time in an office.

Elliott pointed out that, while Slack may be a benefit from working from home policies and other benefits such as work-from-home programs, Future Forum research was conducted independently of any technology company.

There is a possibility that the executive-employee gap represents an inequality between what’s best to the organization and what’s best to the person. Art MarkmanA professor of marketing psychology at The University of Texas at Austin. An essay for Harvard Business ReviewMarkman said that observation of work can help you to learn from others. phenomenon called goal contagion.

Markman said, “When you see the actions and goals of other people you are more likely to follow their lead.” Being around people working towards a common goal reinforces it in all of us.

But several of Markman’s assertations — including “the physical workplace enables moments of serendipity that can move projects along” and “it’s harder for institutional knowledge to make its way around in a remote environment” — are more fairy tale than reality, Elliott said.

Elliott explained, “I have been told so many times by executives about how important whiteboarding is. However that sentiment comes always from the person writing on the whiteboard.” The truth is that whiteboarding encourages group thinking. Research shows that more creativity is possible when people are allowed to express themselves on their own and not with other people.

Elliott stated that it is mythology to bring people back into the office in elevators or at the water coolers for chances meetings. Still, it’s possible those interactions are much more valuable to an executive than to an employee – further leading to the disconnect, said Amy Zimmerman, chief people officer at Relay Payments, which has worked with founders and executives to develop and nurture culture.

Zimmerman stated that older executives still rely on face to face communication in order to gain a greater understanding of the organization’s activities. Zimmerman said that older executives may need to have frequent conversations with their employees in order keep an eye on large groups of people.

Zimmerman said that he had worked for a CEO and told him he liked the office’s energy. He said it was the sight of cars in the garage that gave him joy. It is probable that corporate America will change forever. If you insist on people being back at the office, it’s likely to be a mistake. People will see how much progress has been made over the past two years. And they’ll wonder, “Why?” This feels like micromanagement.