The “missing piece” that can solve your RTO dilemma

The debate over return-to-office (RTO) policies flared up again recently after a bunch of big tech companies recalled their teams.?

Headlines label RTO mandates as “layoffs in disguise” and “ridiculous and cruel.” Almost 60% of recalled employees are unhappy, and 30% would look for new jobs if forced to return full-time.

Yet, in at least one survey, 72% of companies reported that RTO boosted revenue. More than half (51%) had already recalled people, and a further 39% planned to by the end of 2024.

Clearly, something isn’t adding up. Or maybe we don’t have the right perspective on the RTO dilemma.

Can RTO work for everyone?

People aren’t instinctively against in-office work. There are lots of benefits, from socializing to creative sessions to the feeling of camaraderie.

Things break down when RTO is mandated and rigid. Studies, surveys, and worker strikes repeatedly bear the same message: Give employees flexibility, and they’ll reward you with productivity.

This is the missing piece in RTO programs. Balancing flexibility, accountability, and productivity.

Here’s how you can do just that, and design an effective program that works for everyone.

Step 1: Consider your options

There are at least eight models for flexible schedules. Broadening your thinking beyond work-from-home days will improve employee engagement and give you access to a better talent pool.?

Step 2: Co-design the RTO policy

Armed with our playbook for (re)building trust in hybrid work, you can collaborate with employees and team leaders to design a phased RTO program that works for everyone.

Step 3: Communicate your vision

The same study that had 30% of people looking for a new job also found that communicating remote-relevant policies had a near-5x multiplier effect on employee well-being and productivity.

Consult employees. Communicate often. Clarify important decisions and make sure people understand the implications on their workday.

Step 4: Monitor, measure and adapt

Few policies are perfect in their first iteration. But how do you know whether yours is working?

Tracking productivity using manual reporting methods or automated systems like Time Doctor provides the answer. With clear, consistent productivity data, you can:

• Learn where people actually work best
• Report on RTO policy success
• Adjust course as needed

Where to from here for RTO policies?

If you’re facing an RTO dilemma, remember that your job isn’t to be the loudest voice. It’s to be the voice of reason (and balance).

Consult employees. Co-design your policy. Communicate clearly, and collect as much relevant data as possible to make informed decisions.

Do all that in the spirit of shared success, and people might be more amenable to office work than you thought.

Thanks for reading!