People who wfh think it’s an entitlement

[Tiggermad]

I manage staff who wfh 3 days a week. Office 2 days.
It’s like they now feel coming into the office is an unreasonable request and the excuses are constant.
ive always been quite flexible however am increasingly fed up of the constant excuses, moaning, requests to work from home because of the kids, the dog, having house improvements done, late night flight so will be tired the next day. I’ve had got a spot on my nose excuse! The excuses are constant.
They don’t realise they are now ruining it for themselves because I’ve clamped down on any excuses. I’ve warned them and now they get No flexibility.
Anyone else finding it the same ?
What is with this sense of entitlement firm people who wfh ?

Are the 'needs of the customers' actually in person?

Or can it be done online?

We were all sent home during Covid, laptops issued and then after Covid they converted a lot of the office space into clinical rooms (I work in a hospital) and so we do a mixture of home and office.
the basic guidelines are:-
if you work 3 days - 1day wfh 1 week, 2 the next depending on the role and what is needed
4 days - 2 days at home, 2 days onsite
5 days - 3 days at home, 2 days onsite

We have people who prefer to wfh and people who prefer to come in and it balances out but we have a good manager who doesn’t micro manage and we can all agree amongst ourselves what we want to do.

The senior management would like everyone back in the offices all the time but as a lot of office space has been converted to clinical space this isn’t possible plus the nhs trust used to rent nearby office space (near to the hospital but not onsite) and they have stopped doing that as a cost saving.

They sound like pisstakers. Everyone has the odd boiler emergency or a GP appt that’s only available in middle if the day. But constant poor excuses is really pathetic.

If the directive is coming from your seniors, I’d suggesting speaking to them and asking what consequences they want for people failing to comply. For example, are they happy for you to consider it a performance or attendance management issue?

I very seldom get to wfh (norm in my job), but when I do, I get lots more done as no one is talking or distracting me. You know your own sector, but many of my friends (obviously none work in my field) will only take jobs with a lot of wfh/flexibility offered, so one thing to consider is whether you risk losing a lot of good staff, and whether younger ones who are used to the 'new normal' would refuse to even interview for roles without much wfh.
If you definitely need them in (say in a job where they need to physically examine a client/check their home etc), and they're messing you about, the answer is obvious.
But if allowing flexibility means the work gets done well...long before wfh was normal, I valued managers who gave me some flexibility, and I paid it back ten-fold. She allowed me to take a longer lunch to visit family in hospital? She let me leave early to see LO's final match? I'd have made up the work and more, and covered for absent colleagues/switched days to suit her. Suppose it depends if there's give and take, and I can't deny there are people who take liberties.