The debate around Return to Office (RTO) mandates is heating up, and there’s mounting evidence that these mandates can be counterproductive. Many organisations that have tried to force workers back into the office are finding that they’re losing experienced managers and top performers at alarming rates. This dynamic isn’t just concerning—it’s potentially catastrophic. Losing your most valuable employees can wreak havoc on an organisation, both financially and operationally.
Shaking up the status quo
The pandemic has fundamentally disrupted our understanding of work. As the great political philosopher Edmund Burke once said, “Custom reconciles us to everything.” For years, we accepted workplace norms—many of which were burdensome, like strict dress codes or the expectation to work late hours—because they were simply how things were done. But the pandemic shook these customs to their core, exposing them for what they often are: outdated and unnecessary.
The changing power dynamic
Time away from the office has opened many eyes. Practices that were once tolerated, like office politics, are now being rejected. More importantly, this time away has shifted the power balance between employers and employees. Once you realise that you don’t need to be in the office or closely monitored to do your job effectively, it’s tough to go back to the old ways.
Of course, some employees do return to the office. There are those who believe that being physically present will boost their careers—and they’re probably right. Promotions often favour those who show up in person. But whether organisations should reward this kind of loyalty—or submissiveness to RTO mandates—over actual performance is debatable. Then there are employees who return because they feel trapped—due to family obligations or a lack of alternative opportunities.
The risks of RTO mandates
Executives who force RTO mandates risk transforming their organisations into places filled with either careerists or trapped workers. This isn’t a recipe for success. To win employees back to the office, leaders need to present a compelling case that shows clear benefits for both employees and the organisation. The usual argument about office culture doesn’t hold water anymore—it’s seen as unfounded or outright nonsense.
Instead, incentives work far better than mandates. Recognise that returning to the office comes at a cost to employees and offer incentives that outweigh these costs. It’s time for executives to understand that the old power dynamics are unlikely to return. Mandates that impose significant costs on employees will not be accepted by those with the skills and opportunities to find employment elsewhere.
A new opportunity for savvy executives
The RTO movement has opened up opportunities for forward-thinking executives who understand the new landscape of work. These leaders can attract top talent from competitors by offering more flexible and employee-centric work policies. If this trend continues, we may see the extinction of the old breed of all-powerful executives—something many of us are eagerly anticipating.
Let’s embrace this new era of work and create environments where our most valuable employees can thrive, not just survive.