Which ‘Species’ of Office Worker Are You? A Field Guide
In the age of return-to-office, every company is home to at least four types of employee. How best to manage each.
For decades, employees’ personal preferences around in-office work didn’t matter: The company set office hours, and everyone showed up. If someone didn’t, they soon found themselves no longer employed by that firm. These rules of engagement applied to nearly everyone. Only an estimated 5% of employees worked remotely before 2020. Then came the pandemic, then widespread remote work, then an eventual return-to-office push by executives. Yet in 2025, a third of employees still did some work remotely, according to the Bureau of Labor Statistics.
Increased flexibility on whereabouts has allowed employees to reveal something they were never previously asked: what they actually prefer. Some workers sprint back to their desks whenever possible. Others negotiate for remote work as if their lives depend on it. Still others seem indifferent. “This distribution is in fact a cornerstone of Darwinian natural selection,” says business psychologist James Bywater. “RTO is a very recent manifestation of this.”
It’s been there all along; we just didn’t know. Two years after the latest return-to-office surge, employee temperaments have hardened into distinctly recognizable types. Any manager must simultaneously manage all four types. Understanding which is which is crucial. Here’s your guide:
The “5-Days-a-Week Worker, No Matter What”
This employee is always in the office, whether there’s a blizzard or it’s Friday at 4:30 PM. He owns dedicated office equipment, like desk mugs, a special pair of scissors, and a plant that requires frequent watering. He deeply appreciates the perks of the office, including free food and IT help, as well as less tangible benefits like prestige and structure.
What’s driving this behavior? He’s motivated by work, says Bywater. This is someone who builds networks and enjoys stakeholder engagement. “He knows everyone’s name, coffee order, and birthday,” says Bywater. He is likely an extrovert, and draws energy from interacting with others. Alternatively, he might be fleeing a home that is not conducive to work. “He might have no air conditioner, lousy internet connectivity, or people at home who are distracting,” says Karen Huang, senior director of search assessment at Korn Ferry. Whatever the case, he’s always there.
The “Midweek Warrior”
She shows up as required by the boss on Tuesday, Wednesday, and/or Thursday. She’s an adaptable employee who is able to do what’s best for the company. “She wants a balance between professional relationships, and privacy, freedom, and flexibility,” says Huang. It’s a strategy: the benefits of in-person collaboration midweek exceed the inconvenience of commute. But she also really likes working from home, as demonstrated by the fact that every weekend is a four-day weekend.
The “Cameo”
He shows up every other Wednesday, a schedule he negotiated with the manager. He meets his personalized office-hours requirement, often with minutes to spare. This employee is telegraphing accountability and optimization. “He wants the in-office relationships, but can’t afford the time or expense of showing up,” says Huang. Examples include busy caretakers, those who live far away, and neurodiverse employees. If you want a job done dependably, toss it to this guy.
The “Who Is That?”
Introvert alert: This worker exists only from the collarbone up. “She probably has life demands that require the flexibility of working remotely,” says Huang. Those needs could be family responsibilities, financial limitations that supersede commuting (and parking), or physical conditions that are easier to manage remotely. Or she’s secretly working two jobs. Experts emphasize that the lack of office appearances is not a reflection of engagement with the job; these are loyal workers who stick around.
A pro tip for managers: No, the storm-defying desk dweller is not the most committed to the job. All four of these types can be absolutely fantastic employees...or not. Experts say that the leaders who will thrive in the return-to-office era don’t force everyone toward the middle of the curve. They recognize the best qualities of all four types. “One of the joys of being human is that almost behavior, some people do it a lot, and others not so much,” says Bywater. Identifying and naming it is half the work.
Learn more about Korn Ferry’s Leadership and Professional Development capabilities.
