Why RTO Policies Are Risky for Companies: Insights from Diana Soprana
The Return-to-Office (RTO) Dilemma in Today’s Workforce
In the wake of the pandemic, Return-to-Office (RTO) policies have sparked significant debate across industries. While some companies are enforcing strict mandates, others question the long-term implications. As an international HR and remote work expert, I believe that RTO policies, if implemented rigidly, may hinder organizational growth, alienate employees, and ultimately cause companies to lose talented professionals.
What’s Wrong with RTO Policies?
RTO policies often limit organizations' ability to attract and retain top talent, particularly in international markets or large countries like the United States. For many, flexible work conditions are no longer a perk but a necessity—especially for Gen Z professionals who prioritize work-life balance and healthier lifestyles. Forcing employees back into offices removes this flexibility and may exclude those who relocated during the pandemic or prefer to work remotely.
Why Are Companies Enforcing RTO Mandates?
Many organizations—especially large ones—struggle with the complexities of managing remote teams. Challenges include maintaining employee engagement, streamlining processes, and fostering organizational culture. Instead of adapting to a flexible work model, some companies revert to the familiar office-based structure because it worked well for decades before the pandemic. However, this approach often ignores the evolving needs of today’s workforce.
Potential Benefits of RTO: A Limited Perspective
While returning to the office may simplify communication and provide managers with a sense of control, the benefits are outweighed by the negative consequences. Candidates frequently share with me that inflexible work environments are the main reason they seek new opportunities. The inability to embrace remote work options can hurt companies in two critical ways:
1. Talent Drain: Organizations with strict RTO policies lose access to a broader, more diverse talent pool.
2. Employee Dissatisfaction: Employees resent increased commuting costs, reduced work-life balance, and the lack of trust implied by mandatory office attendance.
Employee Reactions to RTO Policies
The backlash against the RTO is significant. Employees who moved away from corporate offices to embrace remote work face tough decisions: uproot their families again or find a new job. For many, the latter is more appealing. This is especially true for younger generations like Millennials and Gen Z, who see rigid RTO mandates as a step backward.
In some cases, employees feel deceived when employers—who initially hired them for remote roles—suddenly mandate office attendance. This erosion of trust damages loyalty and motivation, leading to higher turnover rates.
Advice for Companies: Bridging the Gap
For companies determined to enforce RTO policies, a thoughtful approach is critical:
1. Gradual Transition: Start with hybrid models, requiring employees to come in a few days per week before scaling up.
2. Clear Communication: Explain the rationale behind the decision. Transparency fosters trust and helps employees understand the organization’s perspective.
3. Engage Employees: Regularly gather feedback and adjust policies based on their input. This demonstrates respect for their preferences and contributions.
Without these steps, RTO mandates may backfire, resulting in decreased employee satisfaction and higher turnover rates.
The Future of Work
The workforce has evolved, and so must employers. Organizations that prioritize flexibility and trust will gain a competitive edge in attracting top talent. By embracing hybrid or remote work models, businesses can foster a culture of inclusivity, innovation, and long-term growth.
For more insights on navigating the challenges of modern HR, connect with me on LinkedIn (https://linkedin.com/in/dianasoprana). Let’s shape the future of work together!
By Diana Soprana Blažaitienė, International HR and Remote Work Expert for Hospitality and IT Sectors