Impact of Return to Office Policies

RTO mandates, especially rigid, top-down ones, can be a wrecking ball to corporate culture. When leaders decree a full return without compelling reasons or flexibility, it often signals a profound lack of trust in employees who demonstrated productivity and commitment during remote work. This undermines autonomy, erodes morale, and inevitably leads to resentment. It's not just about convenience; it's about the employee experience and feeling valued. Companies that ignore this risk face a talent exodus, losing their most adaptable and high-performing individuals who will seek out organizations that respect their autonomy and optimize for impact, not just presence. Now, if a full RTO is truly deemed essential for specific business reasons, then HR leaders must guide the process with empathy and strategy to minimize disruption. 1) Make it about purposeful presence: clearly articulate why coming to the office benefits collaboration, innovation, or culture, rather than just dictating attendance. 2) Implement a phased approach, allowing employees time to adjust their lives, childcare, and commutes. 3) Offer tangible support: consider commuter benefits, childcare stipends, or even office-based amenities that make the commute worthwhile. Most importantly, listen to employee feedback and build a hybrid model that maximizes the benefits of in-person work while retaining the flexibility that employees now expect. It's not about forcing people back; it's about creating an environment where coming to the office feels like a valuable choice, not a punitive command. #RTO #FutureOfWork #EmployeeExperience #HRStrategy #Leadership #WorkplaceCulture

A Return To Office mandate is a funny thing. A trade-off of lower workforce productivity, morale, retention, engagement, and trust in exchange for...managers feeling more in control. It's more a sign of insecurity and incompetence than sound decision-making. The fact that 80% of executives who have pushed for RTO mandates have later regretted their decision only makes the point further, and yet every few months more leaders line up to pad this statistic. In case your leaders have forgotten, return to office mandates are associated with: 🔻 16% lower intent to stay among the highest-performing employees (Gartner) 🔻 10% less trust, psychological safety, and relationship quality between workers and their managers (Great Place to Work) 🔻 22% of employees from marginalized groups becoming more likely to search for new jobs (Greenhouse) 🔻 No significant change in financial performance while guaranteeing damage to employee satisfaction (Ding and Ma, 2024) The thing is, we KNOW how to do hybrid work well at this point. 🎯 Allow teams to decide on in-person expectations, and hold people accountable to it—high flexibility; high accountability. 🎯 Make in-person time unique and valuable, with brainstorming, events, and culture-building activities—not video calls all day in the office. 🎯 Value outcomes, not appearances, of productivity—reward those who get their work done regardless of where they do it. 🎯 Train inclusive managers, not micromanagers—build in them the skills and confidence to lead with trust rather than fear and insecurity. Leaders that fly in the face of all this data to insist that workers return to office "OR ELSE" communicate one thing: they are the kinds of leaders that place their own egos and comfort above their shareholders and employees alike. Faced with the very real test of how to design the hybrid workforce of the future, these leaders chose to throw a tantrum in their bid to return to the past, and their organizations will suffer for it. The leaders that will thrive in this time? Those that are willing to do the work. Those that are willing to listen to their workforce, skill up to meet new needs, and claim their rewards in the form of the best talent, higher productivity, and the highest level of worker loyalty and trust. Will that be you?

What happens when return-to-office mandates ignore the data? According to a Barron’s report, JPMorgan Chase’s own internal survey—completed by 90% of its workforce—shows employee sentiment has dropped significantly since the full return-to-office policy began in March. The lowest-scoring areas? 🔻 Work-life balance 🔻 Health and well-being 🔻 Internal mobility While CEO Jamie Dimon remains convinced that the company performs better in person, the workforce is signaling something different—and it’s time we pay attention. Full return-to-office mandates are not only outdated—they're risky. What I see is that all generations are now expecting some level of flexibility, and when leaders dismiss that shift, morale declines and attrition rises. Top talent doesn't just disengage. They start making exit plans. As HR and business leaders, we must do two things: 1️⃣ Reevaluate the ROI of in-office presence. If the goal is collaboration, innovation, or mentorship, then measure those outcomes—not attendance. Proximity without purpose is not strategy. 2️⃣ Design flexibility as a business accelerator, not a perk. Flexibility, when done right, fuels productivity, autonomy, and trust. It's not about letting people off the hook. It's about giving them the tools and conditions to do their best work. Here’s the hard truth: People don’t resist coming to the office. They resist coming back to systems that ignore their lives, their input, and their evolving expectations. How would you react if your company had a RTO mandate? #FutureOfWork #ReturnToOffice #HRLeadership #WorkplaceStrategy #HybridWork #EmployeeExperience #WellbeingAtWork #LIPostingDayJune

Let's talk about the hidden costs of rigid return-to-office mandates that many seem to overlook.. The impact runs deeper than just losing potential candidates from your talent pipeline. It's silently affecting your current employees in ways that might not be immediately visible: 🧠 For neurodivergent professionals, the office environment can be overwhelming and drain energy that could be better spent on delivering exceptional work. Many have built careful routines and environments at home that help them thrive. 👨👩👧👦 Working parents juggling school pickups, sick days, and extracurriculars are forced to choose between career growth and family responsibilities. The same goes for those caring for elderly parents. 🌍 Many often face longer commutes, turning an 8-hour workday into a 10+ hour commitment. 🏥 The reality of managing regular healthcare appointments, therapy sessions, or ongoing treatments becomes exponentially more complicated when flexibility is removed. These aren't just conveniences - they're necessities for many. While some may not see immediate impact, companies maintaining rigid RTO policies are setting themselves up for a significant talent exodus when market conditions shift. Smart organizations are already recognizing that flexible work isn't just an employee benefit - it's a strategic advantage that: - Widens your talent pool - Increases retention - Promotes genuine inclusion - Supports employee wellbeing - Reduces unnecessary overhead #FutureOfWork #RemoteWork #Inclusion #Leadership #WorkplaceCulture #EmployeeWellbeing #Neurodiversity #WorkLifeBalance #TalentRetention

Last week, an employee showed me her accommodation request for remote work. Perfect performance record. Higher productivity metrics from home. Medical documentation supporting her request. HR's response? 'Business needs require in-office presence.' Here's what companies aren't telling you about Return to Office (RTO): They claim it's about: → "Collaboration" → "Culture" → "Team building" But I've reviewed 100+ forced RTO cases this year. The real story? Control. What employees have proven working from home: • They can exceed targets without micromanagement • They can collaborate effectively without constant supervision • They can balance family and work without sacrificing either • They can save $500+/month on commuting costs • They can maintain mental health while maintaining productivity Companies are panicking. Why? Because remote work exposed a truth: The "traditional office" wasn't about productivity. It was about power. Now, employees are fighting back - legally. And they're winning. Know your rights: • Reasonable accommodations are protected by law • Blanket RTO policies can violate ADA requirements • Retaliation for accommodation requests is illegal The future of work isn't about where you sit. It's about how you perform. And no amount of "mandatory office culture" can change that. #EmploymentAttorney #CaliforniaEmploymentLaw #EmployeeRights Disclaimer: This information is for educational purposes only and does not replace professional legal advice. It does not establish an attorney-client relationship. Please consult a qualified attorney for advice on your specific legal situation.

Remember that big push to Return To Office (RTO) claiming a boost in employee productivity? Yeah. That was bunk. CEOs admit that forcing people to RTO (Return To Office) did NOT raise productivity. Atlassian recently published an eye-opening report on Return to Office (RTO). Here are the highlights: • 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗺𝘆𝘁𝗵 𝗯𝘂𝘀𝘁𝗲𝗱: RTO mandates fail to boost productivity; Fortune 500 bosses agree • 𝗛𝘆𝗯𝗿𝗶𝗱 𝘄𝗼𝗿𝗸 𝘁𝗿𝗶𝘂𝗺𝗽𝗵𝘀: 98% of remote managers report stable or increased productivity • 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗺𝗶𝘀𝘀𝘁𝗲𝗽𝘀: RTO is often about control, not productivity & leads to decreased job satisfaction • 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗿𝗲𝗱𝗲𝗳𝗶𝗻𝗲𝗱: True productivity aligns with clear goals, autonomy, and smart tech, not office presence. Atlassian's Playbook for Success: 1. 𝗦𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗴𝗼𝗮𝗹𝘀: Make Objectives and Key Results (OKR) visible to all, driving focus and progress 2. 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 𝘁𝗶𝗺𝗲 𝘄𝗶𝘀𝗲𝗹𝘆: Prioritize, minimize meetings, and allow focused, uninterrupted work. 3. 𝗩𝗮𝗹𝘂𝗲 𝘁𝗶𝗺𝗲: Embrace asynchronous work; real-time collaboration when truly needed. 4. 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻: Intentional, meaningful gatherings foster team spirit. 5. 𝗦𝗺𝗮𝗿𝘁 𝗼𝗳𝗳𝗶𝗰𝗲 𝘂𝘀𝗲: Offices as strategic resources, not mandatory check-ins. Productivity isn't about location, it's about embracing: • flexibility • trust • a people-first approach > Have you returned back to the office? Did you feel more or less productive?

If your employees aren’t working out of the same office, why are they forced to go in? My typical ‘WFH’ day looks like this ↓ - Wake up, stretch, exercise (30 min) - Journal, breakfast, electrolytes (25 min) - Help get kids ready for school (20 min) - Morning work session 4-5 hours) - Take short breaks, walk outside - Make lunch, eat while I work - Afternoon work session (4-5 hours) - Hang out with family (5-8:30pm) - Put kids to bed - Clean up the house, Hang with wife - Bed time (around 11pm) A typical ‘Office’ day looks like this: - Wake up, shower, get dressed (20 min) - Early work session (30 minutes) - Pack lunch, say ‘good bye’ to family - Grab food, Drive to work (1-1.5 hours) - Find parking, walk to the office - Find an agile desk, set up work desk - Work Session (5-7 hours) - Eat lunch while I work - Drive home (1-1.5 hours) - Hang out with family (5-8:30pm) - Put kids to bed - Late night work session (1-1.5 hours) - Bed time (around 11pm) I don’t mind going to the office. There are some ‘pros’ to in-office time. I appreciate that I even have a ‘hybrid’ option. But… Employers should be aware of the potential for productivity losses with RTO mandates. Not to mention, the impact to work/life the RTO policies immediately create for employees. In a typical week, I lose 3-5 hours of work time simply because I’m going to the office, or preparing to go to the office. And I usually take work calls in my car! Employers; if you truly trust your employees, What’s the ‘real’ cost of RTO? #hybridwork #wfh #careertips

CEOs: "We need workers back in offices to increase productivity and collaboration and make more dollars!" Managers: "We need workers where we can see them, productivity will decrease 2.6% if they work from home!" Insert Nick Bloom. His research shows that after 6 months of hybrid work, managers actually reported an estimated 1% INCREASE in productivity. And what's perhaps even more high-impact, it showed that quit rates decreased - particularly for women, non-managers, and those with longer commutes, saving companies upwards of $20k in the cost of replacing those employees. And this is particularly important because it shows what employees are most affected by a company's decision to force employees back into offices full-time: those who likely carry a disproportionate amount of the workload at home even while working full time, and those who cannot afford the cost of a commute (which of course extends beyond the cost of gas, to costs like additional childcare or the cost of outsourcing due to having less time at home). Now CEOs are welcome to believe that being in an office, but the data says otherwise. And if letting people work from home 2 days a week increases productivity by 1%, I wonder what 3 or 4 days might do?!

People keep asking me what I think about companies mandating a return to the office. Here’s the truth: It doesn’t matter what I think. What matters is whether employees believe the company’s policies consider their experiences of where and how they do their best work. If your leadership believes that collaboration, innovation, and culture thrive best in-person, that’s great—as long as that belief is backed by evidence, matched with clear communication, and reflected in how people actually work when they’re in the office. It’s not just about showing up at a desk. It’s about ensuring the environment, workflows, and the way meetings are held genuinely foster better collaboration and innovation. Otherwise, you’re just relocating remote work to a physical space—and calling it progress. If the only reason for bringing people back is 'because that’s how we’ve always done it' or 'because the CEO prefers it,' don’t be surprised when engagement drops and turnover spikes. If your return-to-office policy is based on nostalgia instead of strategy, you're solving the wrong problem. The question isn’t 'Should we bring people back to the office?' The real question is: 'How do we help our employees do their best work, no matter where they’re located?' When companies get that alignment right, it’s not about remote vs. in-office anymore. It’s about creating a culture where people thrive—wherever they are. What do YOU think? Have you seen companies get this right—or completely miss the mark? #remotivation #returntooffice #remotework

Remote work isn’t the problem, but forcing a return-to-office mandate blindly might be. Lack of work measurement may be your issue, not the work location. And if you're not measuring the work, you're not ready to mandate the office. - I’ve seen it in my employees. - I’ve seen it in my customers. - I’ve seen it in my prospects. - I’ve seen it in my own family. Most remote workers aren’t slacking off. - They start earlier. - They stay later. - They answer emails at night. - They build decks, close deals, write code, and prep board slides on weekends, because their work matters to them. So before you issue a sweeping return-to-office mandate, ask yourself: - Do you really understand the volume of work getting done? - Can you confidently speak to the quality of output? - Are you adequately considering factors other than presence? If not, don’t mistake visibility for productivity. Mandating a commute to feel more “in control” might actually REDUCE output, especially from your top performers. Here’s a better path: - Measure outcomes, not office attendance - Acknowledge the effort being delivered from home - Reserve in-office time for what it’s best at: connection, collaboration, and culture If you can clearly and precisely quantify a reduction in output since deploying work-at-home policies, you should deeply analyze the root cause before changing policies. You may be surprised by what you find. Return-to-office shouldn’t be about power and face time. It should be about purpose.