In recent years, remote work has been a hot topic in business. While a global crisis may have pushed organizations around the globe to adjust by allowing staff to work from home, many are now reversing course with return-to-office (RTO) policies.
Corporate giants like Instagram, Truist Bank, JPMorgan Chase, and Paramount Skydance have recently issued RTO mandates demanding that all staff be in the office five days per week. Others, like Microsoft and NBC Universal, are taking a more flexible approach, allowing employees to work from home one or more days per week.
If you’re looking to revise your remote work policy, it’s important to remember that balance is key. Here’s why that’s the case and how you can create policies that help you boost productivity and engagement without sacrificing culture and morale.
The Argument for RTO: Why Do Companies Want Employees Back in the Office?
Arguments for a full RTO typically center around three recurring themes:
- Spontaneous collaboration
- Deep mentorship
- Unifying company culture
RTO advocates maintain that in-person work environments are better for facilitating impromptu meetings, quick brainstorming sessions, and accidental conversations that lead to innovative ideas and solutions.
Additionally, proponents argue that being in the office makes it easy for junior and entry-level staff to “learn by osmosis,” as they can build networks, ask questions, and develop new skills more quickly.
Many believe that all these benefits lead to a stronger company culture, one where teams have a more well-defined sense of shared identity, camaraderie, and belonging. This, they contend, leads to better business outcomes.
Is RTO Really What’s Best? How Hybrid Work Can Benefit Everyone
Gallup data show that the number of remote-exclusive roles has dropped by several percentage points in recent years. Still, with over half of remote-capable employees enjoying hybrid roles, there are clearly some companies that continue to see the value in this flexible approach.
Structured hybrid models can offer organizations a more sustainable middle ground that allows for both meaningful team collaboration and focused individual work time.
A well-executed hybrid schedule balances employees’ needs with the organization’s without the negative trade-offs associated with fully remote roles or full-time on-site requirements.
With a hybrid arrangement, employees who feel distracted by office politics or constant conversation can get focused time working away from the team, and those burnt out from long commutes can improve their well-being.
As such, companies can maintain innovation, purposeful presence, and lower turnover rates while workers remain highly engaged and enjoy greater work-life balance.
Flexible Solutions for Balancing the Scales Between RTO and WFH
Understanding the arguments for a balanced approach is one thing, but implementing it can be a challenge for business and HR leaders. If you’re looking to tweak your current policy, here are three common frameworks you can use as a starting point.
Fixed Model
With a fixed model, your company sets mandatory, non-negotiable days for on-site and remote work.
For example, you might require everyone to be present full-time Tuesday through Thursday while allowing employees to work from home Monday and Friday. This approach can ensure full team alignment, making it easier to schedule meetings and make the best use of your office space.
Employee-Driven Model
This approach is much more flexible, as it gives employees the autonomy to decide when and where they work.
Consider giving each employee a set number of hours or days that they must show up in person. They can then decide on their own when to stay home for deeply focused work and when to show up to the office for networking or collaborative brainstorms.
Team-Centric Model
Instead of a company-wide mandate, you could allow individual teams to decide what schedule works best for them.
For example, your software engineers might meet once per month for a project sprint, while your marketing team may find it helpful to meet every Tuesday. This model acknowledges that different roles have different operational needs that may not fit neatly into a one-size-fits-all policy.
A Balanced Approach Helps Build Successful and Sustainable Policies
While both RTO and remote work have their benefits, they often come with trade-offs that can hurt both organizations and employees. It’s important for business and HR leaders to remember that they don’t have to take an either/or approach when it comes to determining when and where employees work.
If you’re looking to optimize your current attendance policy but aren’t sure where to start, AssetHR has the solution. Contact us today to learn how our consulting services can help your team build a culture of camaraderie and collaboration without sacrificing engagement or morale.