g had made a huge mistake – calling out risks to productivity and the significant benefits that Gen Z/millennials would miss (i.e. water cooler conversations). This person then shared how the company was experiencing recruitment issues, that they “drove” their freelancers and associates into the ground (which contributed to the high turnover), but mused it was fine, because “they get paid for it”.   The company details weren’t shared – and probably a good thing because this attitude is what repels younger talent. It’s the quintessential representation of what is no longer working: outdated attitudes and workplace culture.   A lack of awareness and education about people, behaviour and workplace management is usually the culprit for this. Meaning that workplaces haven’t grasped what gets the best out of people – which includes their working location. Workplaces and managers have a responsibility – as we’re reaching the crux of a demographic swing – to understand this.  There are benefits to going to a physical office, but workplaces must accept it’s no longer the only way, nor the way, to get the best out of people. There are wider considerations to be had in the remote and in-person debate. There’s the commute to the office. There’s the cost-of-living crisis and strain on those who are experiencing debt. There’s the work-life family balance. There’s the quality of life and mental wellbeing aspects. There are the working hours and times of day that people perform at their optimum.  Getting the best out of people – which includes attracting the best talent, those who show up and are willing and engaged to do the work – requires being able to consider these factors. Now, if that means a person does their best in a physical office because they enjoy the people support, or structure, great. But if that means allowing them to work remotely, because at the very least it frees up space to not have to stress about commute/cost/family/quality of life, then that’s the answer. We are in a world where technology is increasingly changing the rate at which we get things done. These efficiencies are at the core of the modern working world – which also includes the places that we choose to work. Managers and workplaces that are still caught up in outdated ways or are fixated on the need to control their people vis-à-vis oversight in a physical office cannot benefit. Getting the best out of people requires consideration, communication and understanding. If that means sitting down with your teams, talking to them one-on-one, doing a little education to understand generational dynamics, differences, preferences and “what’s best”, then do it. It’s possible to find a middle ground that meets the objectives of the workplace and employees – and at the same time, reduce toxic culture.  This story first appeared on sister site, Inside Small Business, and has been republished with permission.