50% Full, 100% Frustrated: The RTO Mandate Backlash You Need to Know About

In the wake of the pandemic, Labor Day has been a symbolic milestone for corporate leaders urging employees back to the office. However, even with the latest push towards in-person work, data reveals that office attendance rates are hovering at around 50% of pre-pandemic levels in the ten largest U.S. cities, according to insights from Kastle Systems.

Major players like Google, Meta, Amazon, and Zoom, initially advocates for remote work, have reversed their stance on office attendance, often linking it to performance evaluations. While there has been an improvement from the low attendance rates of 2020, reaching a 50% average, experts suggest this may be the new norm, signaling a plateau in the momentum to bring people back to the office.

The Mandates that Didn’t Stick

Caitlin Duffy, Research Director of Employee Experience at Gartner, notes that despite some high-profile return-to-office (RTO) announcements, there hasn’t been a widespread adoption of new mandates. As of May, only 42% of businesses have implemented RTO mandates, and 39% report having no consequences for non-compliance.

“The mandates didn’t stick,” says Duffy. The lack of compliance and ongoing resistance from employees highlight that RTO requirements have not become universally accepted.

Regret and Remorse in RTO Planning

Surprisingly, recent research from Envoy reveals that 80% of bosses regret their initial RTO decisions. This sentiment suggests a lack of understanding about employee preferences and the purpose of office space. As another Labor Day passes, the question arises: Are employees taking new RTO announcements seriously?

Natalie Norfus, an HR and recruiting expert, suggests otherwise. She emphasizes that many executives believe in-person collaboration is essential for business success, but some employees have experienced their best years while working remotely. Norfus points out the oversight of not considering the significant time saved by eliminating commutes.

Unaddressed Employee Concerns

Gartner’s October 2022 survey identifies commuting times as the primary reason employees resist returning to the office, followed closely by the cost associated with commuting. For instance, a new parent with a childcare facility close to home might reconsider working if faced with an hour-long commute.

Another substantial concern, especially during health crises like the Covid-19 pandemic, is the fear of communicable diseases. The ongoing waves of Covid-19 infections continue to exacerbate caregiving issues, sick days, and health concerns, making office attendance requirements less appealing.

Repetitive RTO Announcements and Employee Skepticism

Repetitive rounds of RTO pushes may have diminished the impact of these announcements. This can lead to a “catch me if you can” attitude among employees who question the effectiveness of the mandates. If RTO requirements failed once, employees may wonder if their companies will persist in their efforts.

Moreover, the prolonged existence of the hybrid work model has given employees autonomy and comfort in their work and life. Any attempt to retract this flexibility can be perceived as a betrayal, adding a layer of resistance to the return-to-office movement.

Balancing Leader Desires and Employee Needs

Gartner data reveals that more than half of employees do not see the point of going to the office, indicating a misalignment between leader desires and employee needs. While face-to-face collaboration, socializing, and work-life balance are benefits of office work, 48% of employees feel that office policies prioritize leaders’ wants over what employees need for effective work.

Organizations, according to Gartner, are not sufficiently considering employee feedback in designing return-to-office mandates. This lack of employee involvement may contribute to the perception that organizations prioritize their preferences without recognizing the diverse needs of their workforce.

The Risk of Losing Top Talent

Caitlin Duffy emphasizes the importance of flexibility as a differentiating factor in the competition for talent. As organizations become stricter with RTO mandates, there is a risk of losing top talent, as these individuals have the most options in the job market.

In conclusion, as companies grapple with the challenge of getting employees back to the office, a nuanced understanding of employee concerns, preferences, and the benefits of remote and hybrid work is crucial. The success of return-to-office initiatives lies not only in mandates but in creating a workplace that addresses the evolving needs and expectations of the workforce.