With the beginning of a new year, employers turn their attention to reengaging with their workforces. In recent months, with announcements by Amazon, JP Morgan Chase and other large companies mandating return-to-office (RTO) policies starting now, the discussion around RTO has captured significant attention across industries. As companies evaluate their approaches, there is no one-size-fits-all solution. Balancing organizational goals with employee expectations requires thoughtful consideration, especially as news reports and studies on workplace trends continue to evolve.
There are clearly benefits to having more employees in-office. A stronger culture, more collaboration, and better professional development are just three. However, by mandating a more consistent in-office presence, employers run the risk of losing some of their most talented and capable employees who have become used to and happy with being able to work either partially or fully remotely.
In making the decision of whether to change to full-on RTO or stay the course with flexible arrangements, a few steps matter most.
First, take the time to consult a wide variety of perspectives and data points, like this Forbes reporting on the 2024 Flex Index to be up to date on workforce trends. According to data, flexible work arrangements are still among the most attractive benefits to the most highly qualified talent. If you are the largest or dominant in your industry, chances are slim a change to RTO will have a substantial impact on recruiting or retention. Otherwise, it is something to consider.
It is also important to factor in the approach your competitors are taking. If their policies are flexible with no changes signaled, your change to RTO could be their recruitment opportunity. Depending on the local job market in your area/industry and how it’s trending, that may not be a huge concern.
You also need to engage leaders throughout the company in the decision making. Senior leaders will need to lead by example, as well as advocate for it/enforce it, so be sure they are on board with the decision to make a change or to continue with flex policies.
If you choose to announce an RTO policy, there are ways to make the transition succeed from a culture and communications perspective:
- Segment your messaging: Employees will have different POVs. Those hired during the remote times will likely have more complicated personal situations and reactions than those with you before the start of remote arrangements. Managers will need to message accordingly with HR support to manage the unique challenges, especially for highly valued employees who will be at risk of leaving.
- Identify culture ambassadors: Employees got very used to online working and being a member of a flexible workforce, and some, even many, will return with negative attitudes. But not all. Positively minded employees will be motivated to engage with others and keep it positive. Be sure there are many mechanisms in place (ERGs, team-building events, volunteer activities, CSR engagement, etc.) to capture the energy and spread positivity.
- Think of this like a campaign and message accordingly: Messaging needs to be honest. It should acknowledge the tradeoffs and position the benefits. What are the benefits of coming together? What do you expect will change for the customer, the product, the culture? Do you think retention and employment satisfaction will increase? What benchmarks can you put in place to evaluate the outcomes and stay objective about the true impact of the policy change?
- Finally, be open to admitting you don’t have all the answers. Demonstrate the company, like all of us, are still trying to figure out how to make this new flexible world work best for all.
Announcing an RTO policy does not have to be positioned as a forever commitment. Like other benefits decisions, you’ll want to review it periodically. Work-life balance is a conversation that is not going anywhere. The issue will continue to be frequently covered in the media, as well as top of mind for employees and potential new hires for the foreseeable future. Again, and this cannot be emphasized enough, as you launch RTO put metrics in place to understand how the policy is impacting the culture and productivity, how you are faring against your competitor, how it is impacting recruitment and retention, and other key questions.
By taking a thoughtful, measured, and empathetic approach to the process and the communications, employees who are part of an organization transitioning to an RTO policy are more likely to understand and support the change and see themselves as integral to the process.