Did you know that 90% of companies plan to implement return-to-office (RTO) policies by the end of 2024?
As businesses strive to balance collaboration and flexibility, RTO mandates are becoming a hot topic. While some employers argue that in-person work boosts productivity and innovation, employees often value the freedom and autonomy that remote work provides.
In this article, we’ll explore what RTO mandates are, the strategies companies are using to bring employees back, and how they’re balancing strict requirements with enticing incentives. Whether you’re a fan of the office buzz or prefer working in your PJs, this guide will help you understand what’s driving the RTO conversation.
What Are Return-to-Office (RTO) Mandates?
An RTO mandate is a formal policy that requires employees to work from a centralised office instead of remotely or from home.
Unlike flexible work arrangements, RTO mandates aren’t optional—employees must follow these instructions. They’re becoming more common as companies seek to balance collaboration, productivity, and employee well-being.
Examples of RTO Push Factors
“Push” factors are strategies companies use to enforce office attendance. While some are strict, others try to gently nudge employees back to their desks.
Hard Mandates
Hard mandates are strict policies like set-day requirements or rejecting remote work requests outright. For example:
- Goldman Sachs enforces a five-day workweek policy.
- Starbucks ties compliance to its three-day office policy with potential termination for non-compliance.
While effective, these measures are often met with resistance.
Soft Mandates
Soft mandates encourage employees to return by highlighting the benefits of in-office work:
- Designating certain days for tasks that thrive on collaboration, like team meetings.
- Organising social activities like post-work drinks or game nights.
It’s all about creating a welcoming vibe without strict requirements.
Tied Incentives: Promotions and Benefits
Some companies tie office attendance to pay or career progression. For example, Google introduced a pay calculator, allowing employees to see how remote work could impact their salaries. For some, this means accepting a pay cut to stay remote.
Examples of RTO Pull Factors
Unlike push strategies, pull factors focus on incentives that make the office more appealing.
Team Lunches and Social Events
Team lunches create a relaxed environment where employees can connect face-to-face. It’s a small but meaningful way to build camaraderie and a sense of community. Plus, research shows that teams who eat together tend to be more productive.
Inspiring Workspaces
Nobody wants to commute to a dull, uninspiring office. That’s why companies are investing in amenities like gyms, wellness zones, and modern designs to make in-office work enjoyable. A great workspace can feel more like a perk than a chore.
Access to Community Perks
Premium workspaces, such as those offered by Uncommon and Fora, provide exclusive benefits like professional development sessions, guest speakers, and networking events. These perks can turn the office into a hub for growth and connection—giving employees a reason to show up.
Balancing Push and Pull Strategies
The challenge for companies is balancing “push” and “pull” strategies. Hard mandates can drive compliance but may lead to employee dissatisfaction. Meanwhile, pull strategies encourage voluntary participation but require ongoing investment in perks and culture.
The key lies in finding the right mix—ensuring employees feel valued while meeting organisational goals.
Conclusion
Return-to-office mandates are shaping the way businesses and employees navigate the future of work. With the majority of companies introducing some form of RTO policy, the conversation is no longer about whether to return, but how to balance organisational goals with employee preferences.
We’ve explored the push factors driving RTO, from hard mandates to pay-linked incentives, and the pull factors enticing employees back, like team lunches, inspiring workspaces, and community perks. Each strategy reflects a different approach to solving the same challenge: fostering collaboration while maintaining employee satisfaction.
As businesses continue to adapt, the key will be finding a balance that supports both innovation and flexibility—creating work environments where everyone can thrive. Whether you’re team office or team remote, the future of work is all about choice and compromise.
