Each morning as I skim headlines, I read about companies declaring their return to office (RTO) policies. The approaches taken are as varied as the companies themselves. Below is just a sample of what I’ve come across:
- Rip the bandage: Last quarter, Dell gave employees just a couple of days to return to the office full time, 5 days a week, leaving virtually no time to adjust schedules and responsibilities.
- See you soon: Amazon declared in early September that colleagues would need to return to the office for 5 days beginning in January 2025, giving colleagues months to prepare for the transition. They recently delayed that RTO start date due to office space limitations.
- Choose your own adventure: one large firm in the health care industry allowed employees to choose which three days they come in—and put it in writing as part of their annual objectives.
- Steady as she goes: Several companies previously declared a policy that required a set number of days per week—or even specific days—to be in the office. Those policies remain in force with no firm plans to expand in office mandates.
- Southwest Airlines Style: A number of companies have embraced the pandemic-induced policy similar to the 1990s tagline “you are now free to roam about the country”. Live anywhere, they proclaim, touting talent over zip code (we hire the best wherever they live). This is particularly evident in smaller start-ups and emerging companies.
A lot of colleagues ask us which approach is best. While I love being asked, people don’t always like the answer I give. Because there is no one right answer. Five days, three days, no days—all are workable policies. The right approach is what works for your organization. And the key is not only WHAT you decide but also WHY you decide that approach.
Executing Your Why
If you’re inviting people back to the office to boost collaboration, by all means, create opportunities for employees to collaborate. It’s not a good look to see colleagues holed up in a cubicle, sitting on Zoom or Teams calls all day.
If you’re implementing an RTO policy as a means to downsize your workforce (reports suggest an increase in rage applying to other jobs, immediate resignations, and more planned career moves following stringent RTO expectations), keep a watchful eye on key employees. Better to retain the talent you need than to thin the herd broadly.
If you’re convinced that allowing employees to live anywhere will attract and retain the best talent, be sure to consider the long game and the impact of potentially switching the policy down the road. It may make sense to hire remote workers when a company is just being stood up, but when products launch and the company grows, you may have some angry colleagues on your hands if you then ask them to fly in 3 weeks a month for essential in person meetings.
Communicate and Listen
Perhaps most important in your company’s RTO journey is HOW you communicate the changes.
- Be thorough. A change in workplace policy can represent a substantial shift for employees, impacting their daily routines, expenses, and lifestyle. Plan to communicate in several different ways – formal channels like town halls, written communications, and small group discussions. Consider creating an FAQ to answer employee concerns. Engage partners in Human resources to implement the changes and support colleagues.
- Be transparent. Let’s say part of your why is to cover the costs of maintaining large offices and infrastructure costs. Explain that to employees. Employees pay rent, utilities, and other dwelling expenses—they’ll get it if you tell them how expensive it is to keep the lights on in an empty building. While there still may be a strong reaction, it will land better than if they sense they’re not being told the truth.
- Be mindful. Manage your expectations that teams will probably not wholeheartedly embrace these changes overnight. Changes take time. Listen to their comments, reinforce the benefits of your policy, and give folks time to adjust. A savvy leader at one company explained that there always was and always will be the flexibility to go to a doctor’s appointment during the day or to leave early to catch a child’s sporting event or concert. If your company allows those types of options as well, be sure to reinforce the flexibility that remains.
Need some support navigating communication around this and other areas in your business with your team, we are here to help!