03-12-2025
By Deborah Wright, Esq., PHR, SHRM-CP
Corporate giants such as Amazon and AT&T made announcements at the end of 2024 that they would be initiating return-to-office (RTO) policies for employees on a five-day-per-week schedule. Sweetgreen will also be bringing back in-person requirements for 2025 for support staff. Other notable large employers include Walmart, Starbucks, Dell, Morgan Stanley, and JP Morgan. Since the new administration took over the White House, federal workers will also head back to work in person in 2025. In 2024, Citigroup and Barclays announced RTO requirements 4-5 days per week for 2024 and beyond.
As companies begin rolling out RTO programs, many workers are faced with the challenge of transitioning back to in-person work environments. While some welcome the change, others are apprehensive about the shift. Is your organization considering a shift back to in-person work either full-time or on a hybrid/flexible schedule? This article highlights the pros and cons of RTO mandates, offers some rational and relevant suggestions for implementing RTO programs, and recommends ways to prepare for the transition from both the management and staff perspectives.
Pros of RTO Programs
Despite employees’ hesitation and desire to remain remote, we know that onsite or in-office work does have some great benefits, including:
- Enhanced Collaboration and Communication:[1] In-person work allows for spontaneous conversations, brainstorming sessions, and easier collaboration between colleagues. This can lead to increased innovation and stronger team dynamics.
- Clearer Work-Life Boundaries: Many remote employees struggle to separate work and personal life. Returning to the office can help reinforce clear boundaries and reduce burnout.
- Career Growth and Networking Opportunities: Being physically present in the office can improve visibility with leadership, increase mentorship opportunities, and provide informal networking chances that can help employees advance in their careers.
- Stronger Organizational Culture:[2] In-office work can help reinforce company values, team cohesion, and a shared sense of mission among employees.
- Access to Resources and Technology: Some employees may find it easier to work efficiently with access to office equipment, IT support, and a structured work environment free from home distractions.
While many companies emphasize the benefits of in-office work, such as collaboration, networking, and company culture, many employees argue that these same advantages can be fostered in remote or hybrid environments with the right tools and management strategies. As the workplace continues to evolve, organizations must weigh the value of traditional office dynamics against the flexibility and productivity gains that remote work can provide.
Cons of RTO Programs
While the pros for working in-office are strong, it is important to consider the real disadvantages or negatives associated with onsite work requirements. Some of the cons include:
- Commute-Related Stress:[3] Many employees are reluctant to return due to long and costly commutes, which can negatively impact work-life balance and overall job satisfaction.
- Loss of Flexibility: Remote work provides employees with more control over their schedules, which helps with family responsibilities, mental well-being, and personal interests. A return to the office may feel restrictive for some workers.
- Potential Decrease in Productivity:[4] Some employees work more efficiently at home, free from office distractions and unnecessary meetings. Mandating a return may reduce their overall productivity.
- Health and Safety Concerns: While many restrictions have lifted, some employees remain concerned about workplace health risks, particularly in shared office spaces.
- Employee Resistance and Turnover: Forcing employees back to the office without flexibility can lead to dissatisfaction, disengagement, and even increased resignations as employees seek remote-friendly companies.
Contrary to the traditional management philosophy of, “if I can’t see you working, you’re not working,” employees at most companies demonstrated they could be as productive (if not more) working remotely, often achieving higher efficiency with fewer distractions and better work-life balance. As businesses navigate RTO mandates, recognizing the value of flexibility and employee autonomy will be crucial in maintaining engagement and retention.
Tips HR Can Share with Employees Returning to the Office
If your company has mandated a full or partial RTO, HR professionals can support employees in getting ready for that transition as early as possible. As a best practice, most companies provide at least some ramp-up or adjustment period. Encourage managers and employees to take full advantage of that time to prepare for the personal impacts to team members and develop strategies for continued success in the new model. Here are a few suggestions you may want to share:
- Rebuild Your Routine: Start waking up earlier, plan your commute, assess your dress-code readiness, and establish morning and evening routines that mirror an in-office schedule. Think through possible logistical challenges and how you will troubleshoot them to ensure you make it into work as expected.
- Reacquaint Yourself with Office Culture:[5] If you have changed jobs or your organization has made significant changes since you were on-location, take time to understand new policies, expectations, and workplace dynamics before returning.
- Refresh Social and Professional Skills: Engage in more face-to-face conversations, attend company events, and practice in-person meetings to rebuild confidence in workplace interactions. Strategize ways you will find balance to recharge between bursts of face-to-face interactions, especially if you tend to be more introverted.
- Adjust to a Hybrid Work Model: If your return will be a hybrid of remote and on-location time, ask if you might gradually increase the number of in-office days to ease into the transition smoothly. Many organizations have reduced or reconfigured office space so “know before you go” what to expect in your workspace and consider whether you may need any accommodations or equipment such as noise-reducing headphones to support productivity.
- Prepare for Changes in Workflows: Technology, policies, and processes have likely evolved since 2020. Stay updated on any changes to avoid disruptions upon return.
As noted by my colleague, Adrienne Jackson, in her piece on Empowering Employees in the Post-Pandemic Era, communication is one of the most critical factors to a successful hybrid work model. Engagement by HR partners can help support a smooth transition by ensuring that plans and policies are clearly communicated and facilitating dialogue between employees and managers when team and individual circumstances or disagreements arise that may require a modified approach. As always, it is important to take workplace complaints seriously, whether they relate to in-person or virtual conduct such as harassment.[6]
How Managers Can Support Employees in Returning to the Office
Managers play a critical role in making the transition back to the office smoother and more welcoming. If you have made the decision to mandate a return, it’s imperative to recognize and acknowledge that for employees who have been remote since 2020, transitioning back to the office can be a significant adjustment. Careful planning can ensure the transition is successful with the least amount of turmoil and fallout possible. Here are some steps to help ease the transition:
- Communicate Early and Transparently: Provide clear reasoning for the RTO initiative and share a well-thought-out transition plan. Give employees ample time to adjust their personal lives and maintain an open mind regarding the periodic need to assess whether the model is working or may need to be tweaked to improve productivity and engagement.
- Offer Flexibility When Possible: A hybrid model or phased return approach can help employees ease back into in-person work without feeling overwhelmed.
- Foster an Inclusive and Supportive Environment: Acknowledge employees’ concerns and be open to feedback. Provide spaces where employees can share their experiences and needs.
- Provide Resources and Training: Offer refresher courses on in-office protocols, technology, and collaboration tools to help employees reintegrate smoothly.[7]
- Recognize and Reward Efforts: Acknowledge employees' adaptability and efforts in returning to the office. Positive reinforcement can help ease resistance, strengthen teams, and build morale.
Final Thoughts
The return-to-office movement presents both opportunities and challenges. While some employees may thrive in an in-person setting, others may struggle to readjust. Companies must strike a balance by offering flexibility, clear communication, and support throughout the transition. Employees, in turn, should take proactive steps to prepare themselves for this shift to promote a smoother and more productive return.
How is your organization handling the return to the office? Share your thoughts and experiences by connecting with EPS