In a March 2023 interview, Allstate chief human resources officer Bob Toohey described a remote-work approach built around flexibility rather than a company-wide return-to-office rule. He said employees and teams could choose arrangements that fit their work, while offices were meant for purposeful collaboration and connection. His account is a snapshot of Allstate at that time—not a statement of current policy or proof that the approach produced particular results.
What did Allstate’s remote-work approach look like?
Speaking with Lucas Mearian of Computerworld on March 8, 2023, Toohey said Allstate sent approximately 40,000 workers home during the COVID-19 pandemic. He described the company as not imposing a broad return-to-office requirement afterward, with remote and hybrid arrangements shaped by employee preference and team needs.
Toohey estimated that approximately 80% of employees had elected to work remotely and did not have an office desk. That was his estimate in the 2023 interview, not an independently audited or current workforce statistic.
Why did Toohey want people to come to the office?
Toohey framed an office visit as useful when people could do work together that was difficult to replicate remotely—not simply as a place to sit alone in a video meeting. As he put it, “The purpose of [the office] is to get people in to do purposeful work, do things you’d normally do together.”
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That view makes the reason for a gathering central to the decision. Team collaboration and social connection can give people a concrete reason to meet; attendance without a clear shared purpose may not.
Why did he argue against a fixed attendance rule?
Toohey said teams and functions have different needs, and he described groups choosing different rhythms for meetings. He cautioned against requiring everyone to be in the office a set number of days each week: “I think it’s a mistake for someone to say everybody get to the office this many days every week. I think you’re going to have unintended consequences from that. The question becomes, why?”
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In his account, a workable arrangement depends on the work people do, whether colleagues need to collaborate in person, employee preferences, and where employees live relative to available offices. The interview presents this as Toohey’s perspective; it does not compare policies or establish that one schedule works best for every employer.
What challenges did he see in managing remote and hybrid teams?
Toohey identified connection and culture as ongoing responsibilities for dispersed teams. He also pointed to onboarding, mentorship, manager training, employee wellbeing, and work-life balance as areas that require deliberate attention. His point was that moving work away from the office need not mean giving up engagement: “Just because work is done somewhere else, it doesn’t mean you have to lose the engagement part.”
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The interview describes concerns and management priorities, not measured outcomes. It gives no causal estimate showing how Allstate’s approach affected productivity, retention, culture, or employee satisfaction.
What role did technology play?
Toohey mentioned video meetings using Zoom, Teams, and other tools. He also discussed exploring ways to find out who would be in an office, while saying he had not found a perfect market solution at the time. The interview therefore does not establish that a particular app or platform solved office coordination, nor does it recommend a vendor or device.
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- Spacious Desktop with Cable Management: Large surface fits multiple monitors and gear. Built-in cable management keeps cords tidy for a clean, organized workspace
- Quiet & Smooth Height Adjustment: Powerful motor enables seamless height changes and stable transitions, helping create a peaceful workspace that sparks creativity
- Easy Assembly & Great Value: Clear instructions and straightforward setup in 10–30 minutes. Offers electric height adjustment, memory presets, and solid build quality(The desktop is composed of two boards)
He summarized his broader view this way: “The world is changing, technology is enabling it, and we all need to embrace it.” That is his opinion from the interview, not a claim that technology alone resolves the practical challenges of remote work.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What can employers take from the interview?
Allstate’s reported experience offers a way to frame decisions, rather than a universal policy template. Before setting office expectations, employers can consider:
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- Whether a team’s work genuinely benefits from in-person collaboration.
- Whether an office session has a clear purpose beyond attendance itself.
- How employee preferences and personal commitments fit with team schedules.
- Whether employees can reasonably reach an available office.
- How to support connection, onboarding, mentorship, and manager effectiveness across locations.
- How to protect wellbeing and work-life balance when work is dispersed.
The interview was published on March 8, 2023. It should be read as an executive’s account of Allstate’s approach and views at that time, not as confirmation of the company’s current policy.
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