5 strategies to help RTO mandates stick

The era of a remote-first workplace culture has ended and the age of RTO policies is well underway, but organizations are still struggling to get employees on board. 

An estimated 87% of companies are expected to implement RTO mandates this year, according to data from Resume Builder, with many already requiring some or all employees to work from the office. And while a return to work may be an inevitability for many companies, they need to proceed with intention to avoid stunting productivity, culture and retention.  

"Chaotic RTO damages leader credibility," says Allison Vaillancourt, VP at HR and benefits consulting firm Segal. "It also erodes the trust employees have in their organizations." 

Read more: Employees are fighting against RTO mandates by 'task masking'

Accountability, fairness, cost reduction and responsiveness are among the primary drivers for bringing employees back to the office in droves. Though there may be some benefit to having workforces operating out of the same space, such as a better work-life balance for employees and in-person collaboration opportunities, it's not a one-shoe-fits-all solution. In fact, 42% of organizations reported a negative impact on both morale and culture after rolling out their mandates.

"Organizational leaders often say in-person presence is necessary to build strong cultures and foster collaboration," says Vaillancourt. "But there is actually plenty of research to show that a strong culture and high levels of teamwork can be achieved among remote teams."

A successful RTO mandate will also require a significant amount of compromise from both parties, which can be done seamlessly when there's clear intention and communication from the top down. Leaders will need to tailor their approach, and be willing to pivot if necessary, Vaillancourt says.  

In an effort to provide organizations with easy-to-follow action items, Vaillancourt listed five valuable steps leaders should be taking when considering any kind of RTO strategy. 

Give a real reason to return — like free lunch

"Employees need a compelling rationale beyond 'so I can see you working,'" Vaillancourt says. "Productivity, collaboration and culture should be behind the decision. Be intentional about creating opportunities for employees to work together in-person — when only a few days of onsite work are required each week, those days should be made special by designing activities that employees might look forward to like free lunch, social events and learning opportunities." 

Make onsite spaces seamless

"If the office is noisy, overcrowded and poorly equipped, morale will tank," she says. "Companies must ensure office space, technology and workflows function well. Make sure every employee has the tools and work environment to be productive." 

Customize policies to different roles

"Not every job benefits from in-office time. A one-size-fits-all mandate can reduce productivity instead of boosting it," Vaillancourt says.  "Set options based on business needs, then explain the rationale for who can work remotely and who cannot."

Course correct if needed

"If the policy isn't working, forcing the issue won't help," she says. "Smart leaders should pause, gather feedback and adjust their approach rather than push ahead blindly. Use pulse surveys and other quick check-in strategies to assess how RTO requirements are being experienced." 

Add to the experience

"Returning to the workplace after a long absence can be hard, so give people more to look forward to when they come in. In-office time should provide something that remote work does not — an easier way to problem solve and catch up with colleagues," Vaillancourt says. "Be sure to build social time during work hours and use milestones to celebrate team successes."