Large employers are caught in the middle of the post-pandemic battle.
Recent trends – such as Return-to Office (RTO), mandates, require companies to force employees to work in the office for a certain number of days each week. Some see this as an important step in rebuilding company culture and collaboration. Others worry that it ignores the benefits and could drive away valuable talent.
Some companies have implemented Return-to-Office mandates that require employees to work a set number of days at the office. Here are a few noteworthy examples.
Technology Giants
- Amazon Requires that most corporate employees be at the office for three days or more a week.
- Apple Requires employees to be in the office for three days per week.
- Meta, formerly Facebook: Requires that employees be at the office for at least three working days per week.
- Microsoft Has hybrid work models but encourages its employees to collaborate in person.
Other Industries
- Disney has implemented a RTO policy to its corporate employees.
- Barclays, a UK-based Bank has ordered that most employees return to work.
- Asos, an online fashion retailer has implemented a RTO policy.
- Boeing and UPS: Both have strict RTO mandates that require RTOs to operate five days a week.
The push for in-person:
RTO advocates argue that face-to-face interaction promotes creativity, innovation and a greater sense of team spirit. Dell, for example, emphasizes the importance of brainstorming sessions that can’t be replicated virtually. There are also concerns about maintaining the company culture and communicating effectively when employees are geographically dispersed. A report from the Stanford Graduate School of Business suggests these concerns are overstated. Studies show that remote teams are just as productive when they have the right tools and processes.
The Employee Exodus
Many employees, particularly those who thrived in the remote-work era, are now pushing back. A Time Magazine study cited findings that showed a significant exodus among senior employees who worked for companies with strict RTO policy. They cite work-life issues, childcare concerns, and an increase in productivity at home among the reasons they prefer remote work. This talent loss can be especially damaging to technology companies that rely on highly skilled professionals.
RTO can have serious consequences for companies that lose their talent.
- Loss in institutional knowledge: When employees leave, they take with them valuable knowledge and experience. This can have a negative impact on the company’s innovation and expertise.
- Difficulty in filling vacant positions: Finding qualified replacements on a competitive market can be difficult, especially if a company’s RTO policies are seen as rigid.
- Lower morale and reduced productivity: Employees may experience a lower level of morale or decreased productivity if they feel undervalued, or if they are faced with increased workloads.
After implementing RTO mandates, companies like Buffer or Automattic, which were once well-known for their Remote-First models had significant talent losses. These cases show the cost of ignoring employee preferences.
Find a middle ground
The answer could be a hybrid model that allows employees the flexibility to work from home or in an office. This compromise offers the best of both worlds, balancing in-person interactions with the flexibility of remote work and the productivity benefits. To create a hybrid model that works, it is important to consider factors such as the role requirements, team dynamics and employee wellbeing.
Microsoft has a flexible work approach that allows employees to select their style of working based on the role they play and their needs. Microsoft has designated “focus” days where they encourage in-person work, but still allow significant flexibility for remote work. Microsoft uses technology and clear communication to make sure that all employees feel included and connected, no matter where they are located.
The Future of Work
Who will prosper? Companies that are able to find a balance of remote work flexibility with the benefits of face-to-face interaction will likely be successful in the future.
WFH and RTO are not mutually exclusive. In the future, companies will likely find success with a flexible hybrid model that promotes employee wellbeing and creates an inclusive and productive work environment.
