Has remote work had its day? If the major return to office (RTO) mandates we’ve seen this year—from the federal government to publicly traded companies—are any indicator, then yes, this has been a banner year for RTO initiatives.
But that doesn’t automatically mean RTO is right for your organization. Figuring out the ideal policy is a multi-faceted challenge with no one-size-fits-all answer.
And there are risks associated with making the “wrong” decision, so you’ll want to make sure to approach it thoughtfully and with your long-term organizational goals in mind. This article contains some tips to help you do so.
Key Takeaways
- RTO trends are real, but not universal. While major corporations and government agencies are pushing employees back to the office, most U.S. jobs remain hybrid or remote, showing that flexibility is still highly valued.
- The “why” behind your policy matters. Successful RTO strategies are rooted in clear purpose, consistent communication, and alignment with company culture.
- Balance is often best. Hybrid arrangements can offer the collaboration benefits of in-person work while preserving the flexibility that today’s top talent expects.
Return to Office: Separating Fact from Fiction
First, let’s look at some of the biggest RTO moves companies have made this year to get a sense of where things are trending.
As sweeping as these changes seem to be, the reality is a little more nuanced. Consider a recent Gallup survey that showed that 78% of all jobs in the U.S. are either hybrid or fully remote. Plus, publicly traded companies (like the ones listed above) provide a quarter of non-government jobs, making RTO mandates are just one part of a much more nuanced picture.
Why Is Return to Office a Popular Policy Right Now?
No doubt RTO mandates are driven in part by the belief that in-office employees are more productive than those working from home. Although the data on remote workers’ productivity is mixed at best, there are a few tangible benefits that in-office culture provides:
- Culture-building opportunities, as physical offices bring a unique energy that helps organizations reinforce their identity and purpose
- Unplanned conversations (the infamous “water cooler” chats) that lead to new ideas and help to break down silos
- Team cohesiveness, as face-to-face interaction can help build trust, coordinate people, and lead to fewer misunderstandings
- Real-time feedback, as people can just walk down the hall to discuss and address an issue
Why Do Some Companies Choose Remote Work?
On the other hand, remote work isn’t without its benefits. While specific benefits vary from company to company, here are some strategic reasons why companies may choose to go that route:
- Access to a wider talent pool, as companies can recruit from a global network of professionals and aren’t limited by geography
- Employee demands for greater flexibility, which can be an added draw for a role in competitive markets
- Cost efficiency, as remote work can reduce overhead
Mistakes Companies Make When Doing RTO
Even with the best intentions, many organizations run into issues when implementing return-to-office policies. The difference between a smooth transition and a disruptive one often comes down to planning, communication, and consistency. Here are a few of the biggest pitfalls to avoid.
1. Not knowing your “why”
Before pulling the trigger on an RTO mandate, it’s worth asking: Why are we doing this? Is it because you believe in-person collaboration will truly improve innovation and culture, or because other organizations are doing it?
A well-defined “why” gives your leaders a narrative to rally around and helps employees understand the value behind the decision. Without it, your RTO risks coming across as arbitrary; or worse, reactive.
2. Not communicating openly with employees
Blanket mandates dropped with little notice can cause resentment, confusion, and even attrition. Instead, approach RTO as a two-way conversation. Give employees clear timelines, involve managers in communicating the reasoning, and create forums for feedback.
Employees don’t have to love the change. But they do need to feel heard and respected as you implement it.
3. Assuming remote employees will transition seamlessly
Returning to the office isn’t just about showing up. It’s about readjusting workflows, routines, and even mindsets; after all, remote and in-person work demand different rhythms and collaboration styles.
You should probably expect some friction, especially early on, and address it through training, team-building, and flexibility. This mindset also applies to hiring: ensure you’re selecting candidates who thrive in the environment you’re intentionally building.
4. Taking an all-or-nothing approach
Not every role benefits equally from being in-office, and not every employee wants (or needs) to be there five days a week. Hybrid arrangements often offer the best of both worlds, giving teams opportunities for collaboration without sacrificing flexibility. If your culture can handle it, this can be a powerful middle ground.
5. Creating “whiplash”
One of the most damaging mistakes companies make is changing direction too often. First, they go fully remote. Then hybrid. Then fully in-office. That lack of consistency gives rise to frustration and fatigue.
It’s better to commit to an imperfect policy and iterate gradually than to swing wildly with every new trend or headline. Choose the type of organization you want to be, communicate it clearly, and stay the course.
Final Thoughts
Ultimately, there’s no one-size-fits-all approach to workplace structure. What matters most is aligning your RTO (or remote) policy with your organization’s goals, culture, and people. Whether you’re fully in-office, hybrid, or remote-first, the key is intentionality: knowing your “why,” communicating it clearly, and following through with consistency.
And if your organization decides that an in-person culture is the right path forward, don’t compromise on talent just because geography feels like a constraint. The right recruiting partner can help you find exceptional candidates in your local market.
At Concero, we specialize in connecting companies with the technical and professional talent that helps their culture thrive, wherever that culture lives. If you’re rethinking your workplace model and want to ensure you have the right people in place to make it successful, let’s talk.
