This summer, many Americans are heading back to the office, trading sweatpants and shorts for button pants and business casual,

hopping into their cars or onto the subway, and seeing coworkers after more than a year of working from home.

But even as companies reopen their long-shuttered offices, fault lines are emerging between some company's expectations and their employees' desires.

In mid-June, for example, the CEO of the Investment Bank, Morgan Stanley, said that he expects

his workers to be back in their New York offices by September, but a May Gallup poll found

that 35% of all full-time employees in the U.S. would prefer to keep working remotely.

In some fields, including finance

and consulting, that percentage is more than half. So what happens next? How will our workplaces

change, and how will we as employees or employers adapt? What will the new normal look like? How can

both workers and companies thrive in what promises to be a new world of

remote and hybrid work? What are the advantages and the potential pitfalls of a permanently remote

or a hybrid workforce? Welcome to Speaking of Psychology, the flagship podcast of the American

Psychological Association that examines the links between psychological science and everyday life.

I'm Kim Mills. Our guest today is Dr. Sedal Neely, a professor of business administration at the

Harvard Business School. She's been studying remote work since the 1990s, long before the

COVID-19 pandemic forced many of us to turn our bedrooms or kitchens into home offices. Her book,

Remote Work Revolution, succeeding from anywhere, published in March, offers lessons

distilled from those decades of research on how employees, managers, and organizations can

be productive and build a culture of trust and inclusivity even when they're not located in the

same physical space.

Thank you for joining us today, Dr. Neely. I'm so thrilled to be with you today.

So as I just said, you've been studying remote work for many years. What was your reaction as you

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