It wasn’t that long ago that the workforce took a big turn to adapt to days confined to home offices, static-filled video calls, and sweatpants as the unofficial work uniform. But as 2024 rolls on, a familiar rhythm returns: the call to the office. Return-to-work mandates (RTOs) are a hot topic these days, with a whopping 90% of US employers expected to implement them this year.
While the appeal of remote work remains, companies are using RTO mandates to recapture in-person collaboration and company culture. But navigating this transition is fraught with challenges. Everything from employee resistance to the risks that hybrid work models pose to employee inclusivity and engagement.
A successful return is not just about getting people back to their desks. If you’re hoping to adopt a back-to-work policy in 2024, you’ll need one a plan for building a successful workplace. One that relies on the power of personal connection and the flexibility of working remotely.
Here we look at back-to-office trends. We explore what RTO mandates mean for employers and employees. We also share some practical tips for dealing with the challenges they both face.
Back-to-Office Mandates: How Did We Get Here?
The term “return to duty” has evolved over the past few years.
Before the COVID-19 pandemic, this idea did not exist on a large scale. It referred to the return of individual employees to work after a break. Then, after COVID-19, governments used the term to explain the regulations and guidelines for COVID-19. It was a way of saying that employees no longer have to work from home due to the pandemic.
Now, however, its meaning is bigger and bolder. And that implies high stakes for today’s workplace.
Return to duty guidelines are slowly being replaced by RTO mandates. RTO mandates represent an organizational shift in the way we work, a decree on where and when employees should be in the office. And they influence how employees think about their future in your organization.
Back to Office Trends: Why Bring People Back Now?
Employers are inclined to bring people back to work full-time or hybrid work for many reasons. For example:
- Cooperation. Many believe that personal interaction is key to creative thinking and stronger team collaboration.
- Culture. Some organizations worry that the challenges of telecommuting weaken culture and identity, making it harder to attract and retain talent.
- Performance. Distractions at home and lack of structure can make people less productive. Closer contact is often considered better for accountability.
- Logistics. There are employers who believe that personal training and introduction are easier to take place on site.
- Safety. A physical presence in the office can be considered better for security, improving control over sensitive information.
It is important to note that these perceived benefitsand the effectiveness of the mandate of the RTO in achieving them is discussed.
Challenges of the RTO mandate
Back-to-office strategies aren’t as simple as sending an email explaining a new work model. Some organizations, including giants like Starbucks and Amazon, have tried and failed to offer a “one size fits all” approach to RTO mandates. This will not work for most employers because they face a range of employee needs and preferences.
Here are some of the main hurdles you may face when trying to issue official RTO mandates:
Employee resistance
Back-to-office policies (part-time or full-time) may not suit your team. A recent survey found that 37% of employees who were forced to return to the office reported being dissatisfied with their employers. And of those who are dissatisfied, 29% say they intend to resign if the policy is not changed. There are several big reasons why team members may struggle to support your strategy.
Employees who are used to working remotely can resist the loss of key advantages, such as greater control over work-life balance and greater workplace flexibility. RTO mandates can disrupt established routines and childcare arrangements, causing stress and dissatisfaction.
They can also put certain employees at a disadvantage. For example, those with longer commutes, disabled people or childcare responsibilities.
Logistical and operational challenges
Bringing your workforce back to the office can also create obstacles for you. You may need to adjust office layouts or budgets to accommodate more people.
If you implement a hybrid operating model, you may also need to update your technology and infrastructure. To ensure seamless collaboration between remote and in-office teams, you need the right tools from day one.
Improvement of skills and retraining
While working remotely has honed valuable skills (think independent work and tech savvy), returning to an office environment can mean renewing personal and hybrid job skill sets.
RTO mandates that follow part-remote/part-in-office also have broader implications for training. Your L&D strategy may need to be upgraded to match hybrid workplace. And ensure equal opportunities for employee development throughout your team.
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Recruitment, engagement and retention
Many employees consider flexible work arrangements to be a key benefit. Eliminating the option may make it harder to hire top talent.
It can also make it difficult to keep current employees engaged and on board. For example, remote workers may feel excluded from meetings, discussions or informal interactions.
4 tips for implementing the RTO mandate
Effective RTO mandates require thoughtful planning to deal with the above obstacles. Here are some tips to ensure your strategy is flawless and benefits both you and your employees.
1. Make communication clear and transparent
Make sure employees understand not only What” of your RTO mandate but also “why”. They will be more on board with your decision if they see how it benefits both the company and them.
Submit a detailed explanation of your new policy. Highlight the pain points of fully remote working and share how bringing people together again will solve those problems. Make it clear that your employee’s well-being is important to you during this transition.
2. Collaborate with your employees
Involve your teams in the process of your RTO mandate. Make sure they are heard as you transition to your new way of working.
Set up opportunities for employees to hear from management about the new policy. And give them equal time to share their concerns. This can look like town hall-style meetings or online forums that allow questions and answers with management.
3. Create a training strategy
Focus on training that will help employees return smoothly.
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Include content in your current training strategy that covers areas that returning remote workers may need a refresher on. For example:
- Communication and cooperation. Provide content that teaches people about participating in in-person meetings and giving clear and concise presentations.
- Office etiquette and social dynamics. Share tips on how to adapt to office norms such as appropriate dress, noise levels and respect for personal space. Include content around reading and responding to nonverbal cues. (They can be more nuanced in face-to-face interactions.)
- Time management and organization. Offer courses on managing focus and staying on task in an open office environment. Or for juggling tasks while collaborating with colleagues and attending meetings.
- Adaptability. Give instructions on flexibility. People will need to know how to adjust routines, appreciate different work styles and work together despite differences.
- Effective leadership. Train the managers how to lead hybrid teams and addressing the challenges of telecommuting.
- Welfare. In our recent research, 68% of employees respondents said wellness-focused training was important to them for 2024. The RTO mandates represent a change that some employees may find unsettling. Offer courses on stress management and work-life balance help people navigate the transition.
4. Ask for regular feedback and commit to acting on it
The only way to know if your RTO mandate is successful is to check in regularly to see how things are going. Create feedback mechanisms such as surveys or manager check-ins with employees. Ask what is going well and where there might be confusion or inefficiency.
Also, track key metrics around employee productivity and satisfaction. Then act on all the data you collect. Make improvements where necessary. AND remain open to the idea of introducing more flexibility in the plan as needed. If everyone is back in the office, you might want to consider expanding your hybrid model to meet the diverse needs of employees.
RTO mandates are an opportunity, not an obligation
Return-to-duty mandates are not just about returning to the old ways. They can be an opportunity for both employers and employees co-create the future of work. This shared journey offers an opportunity to redefine collaboration, shape a flexible future and strengthen company culture.
Approach this transition with an open mind, clear communication and focus on common goals. Then both you and your employees can turn RTO mandates into a springboard for a more engaged, productive and forward-looking work environment.