{
  "id": 1977276,
  "title": "– Man tror at folk ikke jobber hvis man ikke ser på dem",
  "url": "https://urgent.news/2026/08/19/man-tror-at-folk-ikke-jobber-hvis-man-ikke-ser-pa-dem",
  "topic": "business",
  "section": "Business",
  "published": "2026-08-19T17:02:44.000Z",
  "source": {
    "name": "E24 Norway",
    "slug": "e24-norway",
    "url": "https://e24.no/naeringsliv/i/QJabgQ/man-tror-at-folk-ikke-jobber-hvis-man-ikke-ser-paa-dem"
  },
  "original_language": "en",
  "account": "DNB is cutting fixed home office allowances and Nordea is considering doing the same, according to Lise Lyngsnes Randeberg, leader of the employee-led organization. She believes such a decision can be made incorrectly and for the wrong reasons, stating that businesses are now expected to create individual agreements. Randeberg wishes employers would instead say they have had a thorough dialogue with their stakeholders and agreed on how to proceed. She notes that she has not heard this from DNB. Randeberg says their input in a small way was heard when DNB CEO made a decision. DNB responded that they had good dialogue with stakeholders and their input was an important part of the decision-making process. Randeberg was at Arendalsuka, where she was provoked during a debate about home offices. She retorted that any accusation is an admission. She suspects some executives know the need for management rather than leadership. She thinks some accountants recognize a need for management over leadership. Randeberg believes businesses that punish presence are playing a risky game. Employers have the right to manage, but Randeberg is unsure if it is wise to press too hard. The job market craves many types of academic competence, and this is something employers can make themselves attractive with. She emphasizes the importance of finding a good balance. Half of all employees in Norwegian labor life have the option to work from home. A survey by the Arbeidsforskningsinstituttet AFI at OsloMet shows 21% of those who have the option work from home one day a week, 23% work from home several days a week, while only 3% work from home every day. A third of respondents also believe working from home is more efficient than being at the workplace. Researcher Siri Yde Aksnes believes the option of home offices fits well into Norway's labor model. \"Trust-based leadership is very strong in Norway, and in this context, home offices fit in very well,\" she says. The leader shows trust in the employee by allowing them to work from home. In the United States, the home office trend following the pandemic has caused a backlash, known as \"return to office.\" Aksnes believes the situation is different in Norway, not because employers lack power, but because trust and flexibility are more valued here. Employers may have the right to dictate a five-day-a-week presence, but this may make them unpopular. Employees also say it is important to meet colleagues in person. Aksnes' research shows that physical presence creates a sense of community that digital communication cannot replace. For many, the workplace is a unique source of challenges, collaboration, and recognition.",
  "summary": "Akademikerne-sjefen mener at arbeidsgivere som strammer inn på hjemmekontor, spiller et risikabelt…",
  "key_points": [
    "DNB cutting fixed home office allowances, Nordea considering same",
    "21% work from home one day a week, 23% several days, 3% every day",
    "Trust-based leadership valued in Norway, home offices fit well"
  ],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}