Return to office policies: What makes them work?

When Covid-19 hit, millions are quickly adapted to work away from remotely, giving up the movement of home offices and discovering privileges such as flexibility, balance time and balance between work and life.

Many companies responded by providing mixed models that mix the office and the office. While some have embraced this new way to work, others multiply on the most striking policies of the office (RTO). Companies such as Amazon and Dell are the headlines by canceling the return of employees to the office from three to five days a week.

But Dave Kirins, a strategic expert, “The Future of Labor”, at the workplace software company Scandaland Most companies said they follow another approach.

“According to the Flex Index Study, 79 % of Technology companies in North America allow employees to determine when they work in the office (56 %) or completely remotely (23 %), 18 % have a mixed” organized “(specific” (specific) said: “The days are expensive ) And only 3 % in the entire office. “

However, RTO policies refer to cooperation, productivity and culture of the company as engines. Companies like Amazon and Dell argue that personal interaction is crucial for productive teamwork.

Others, such as Spotify, can build strong and effective difference without a material office. Spotify completely adopted a remote work as part of its culture, confident of employees to manage their time. “You cannot spend much time in adult employment and then treat them like children,” called Spotify, which puts respect for the independence of employees in the center of her approach.

Below is a closer look at what might be the pressure to return people to the office and why the use of data and employee comments is necessary to ensure that RTO is the right option.

Maintain energy in selection

Historically, offices culture focused on managers who can easily “swing” offices and supervise their teams face to face. This strengthened this clear energy structure with the hierarchical sequence based on physical existence. They found the managers who relied on personal censorship themselves running from afar during the epidemic, which some see as the loss of control.

RTO allows companies to re -establish this dynamic. The physical presence becomes a tool for control, facilitating tracking of access and departure times and proving accountability through vision. For these companies, RTO relates to the restoration of traditional energy dynamics more than productivity.

Justify real estate investments

The office space is expensive, and the work has left the distance of some companies that pay for empty offices, meeting rooms, unused facilities and building maintenance. RTO’s mandate can help justify these costs.

Some companies are also affected by clicking by local companies that depend on office workers. Since cities have witnessed a decrease in tax revenues, the use of public transport and local business profits, some companies face pressure from local governments to “help restore people”. In these cases, RTO’s delegations are to support the local economy such as the company’s culture.

Reducing the number of employees, skillfully

RTO mandates can also be a strategic method for companies to reduce employees without workers’ demobilization or separation. For employees who appreciate a distance for personal or practical reasons, RTO may push them to resign and search for other opportunities.

The implementation of the RTO policy allows companies to trim the number of employees without costs or reputable risks for traditional workers. By paying the service or unemployment, companies provide money and avoid the reverse reaction often associated with manpower discounts.

like CNN reportsIt is expected that the new government efficiency department of President Donald Trump, a non -governmental entity led by its allies, Elon Musk and Fifk Ramasuami, will pressure to finish distant work through federal agencies as a way to help reduce the federal workforce through attrition.

Why do some take a different path

While some companies impose RTO, others allow employees to choose where they work better. For example, Spotify adhered to a remote dimension, confident of employees to manage their time and priorities. Their philosophy is simple: People work better when giving autonomy and respect, and their work and personal lives are supplemented without restrictions.

Companies such as Spotify give priority for relationship and productivity cultivation, regardless of where their teams are. Report 2023 Gartner that employees are often more productive and satisfied when controlling where and when they work. Flexible workplaces are also more comprehensive, women’s support, colored people, care providers and those who suffer from chronic health conditions.

“Don’t re -create the ancient world. Imagine what can be.” according to Leipin elephantCo -founder and CEO of Mmm and All turtlesCo -founder and former CEO of Evernote.

From Leipin’s point of view, the focus on managing the distributed teams should be well. It is not a matter of choosing a side and more on how to work more effectively regardless of corporate policies.

What makes the RTO strategy work?

Salvatore Affinito, Assistant Professor in Management and Organizations in NYU STERN Business SchoolHe said it is important for companies that end working far “to” submit a convincing case to employees because of their presence in the office is important to lead the company. “

Affinito said: “I think that many hungry employees are the clear logical basis behind these initiatives and the extensive modeling of the company’s leadership to use time in the office effectively,” said Affinito.

Experts said that successful RTO strategies are not based on assumptions or executive preferences, but on complex data and employee reactions. Companies must honestly listen to their teams to understand how RTO policies affect different groups. With elasticity and open mind, driving can reduce rotation and dismantling often from imposing solid policies.

“Leadership must give priority to support medium managers,” Vepi JavinA professional and leadership coach said. “[They] Facing pressure from multiple angles: supervisors, who may pay them to impose the policies they have not created; Their life, which is affected by changes; And their direct reports, which may be satisfied with the new direction. “

Experts said that the flexible RTO strategy helps companies to keep talent by facing challenges such as long movement and child care costs, which inspects more striking mandates often.

The best RTO policies respect individual needs, allowing employees to work in ways to better suit them. Companies can build a culture that enhances growth, inclusiveness and productivity by focusing less on the states and more on flexibility and confidence.