Managers Reject That RTOs are the Only Path to Productivity
For many managers I spoke to, letting their team work from home was a no-brainer for more reasons than one.
One manager from the digital marketing agency Growth Spurt told us that despite the company’s belief that improving its office attendance will lead to higher productivity, their team actually delivers results consistently wherever they work. In fact, they told us that some of their team’s best work gets done outside of the office, challenging the argument companies like Dell are making that in-person collaboration is the ticket to remaining productive.
This claim is backed up with research too. While the home office isn’t free of distractions, lots of studies suggest that it’s easier to knuckle down remotely, including the results of our 2024 Impact of Technology on the Workplace. After surveying over 1,000 business leaders, we found fully remote businesses were 10% more likely to be highly productive than businesses with a 5-day in-office policy, due in part to better remote resources and fewer social interruptions.
Managers: RTO Mandates Don’t Consider Employee Wellbeing
Productivity aside, employee wellbeing emerged as another huge motivator behind the hushed hybrid movement. Lots of managers who spoke to us were thankful their company wasn’t enforcing an RTO mandate, as they believed that flexible policies were conducive to a happier workforce with healthier work-life balances. Similarly, Gianluca Ferruggia from DesignRush told us that although she does follow RTO guidelines, in certain cases it’s necessary to respond to employees’ needs and preferences by letting them work from home when needed.
Though we strictly follow RTO guidelines, I interpret them as an ongoing dynamic conversation that should be regularly reevaluated.” – Gianluca Ferruggia, General Manager at DesignRush
This debate around employee wellbeing highlights a quandary lots of managers are facing: do they follow orders from higher-ups even if they know it’s going to upset their team, or let employees work how they want, and risk landing in hot water themselves? In most cases, there is no clear answer. However, for some rule-abiding managers, disregarding company policies was never an option in the first place.
Not All Managers are on The Hushed Hybrid Bandwaggon
While the hushed hybrid trend appears to be widespread, there are always exceptions to prove the rule.
For some managers, remote work isn’t always an option in their industry. For example, Dennis Sanders, who works for the real estate company Property Saviour, told us that his team regularly has to show up in person for property viewing, to meet with sellers, and to carry hour on-site assessments. As a result, Sanders encourages his team members to come in as often as possible, to collaborate face-to-face, and to maintain the company culture.
“In the property industry, the hushed hybrid trend isn’t as pronounced as in some other sectors. Our work often necessitates being on-site or meeting clients face-to-face.” – Dennis Sanders, CEO of Property Saviour
This sentiment is shared by John Wilson from Wilson Plumbing, who told us that he thinks it’s important to follow RTO guidelines in the home services industry because his line of work depends on teamwork and communication. “Our customers expect fast responses” Wilson explained, “and having the team together helps us deliver.”
Hushed Hybrid’s Consequences on Company Culture
For other managers, following their company’s top-down policies is the fair thing to do, even when employees are capable of doing the same work at home. One manager told us that letting certain teams work remotely would set a bad example for workers, and potentially lead to unequal working conditions throughout the workforce.
This touches on concerns some experts have about the consequences of the hushed hybrid trend. Speaking to Work Life, Loren Margolis, founder of the coaching firm TLS leaders warned employers that ignoring RTO policies could breed resentment amongst employees, by creating a “two-tier workforce where some staff are given more privileges”.
If you’re at a crossroads with your office policy, and are unsure how to deal with managers implementing secretive hushed hybrid policies, we offer some practical guidance.
How Employers Can Address the Hushed Hybrid Epidemic
If you’re considering joining the ranks of companies like Google, Amazon, and Ubisoft by rallying workers back into the office, we recommend developing a clear strategy before jumping in with both feet.
Firstly, if you want your workforce to respect your decision, you need to make sure your businesses’ objectives align with the policy, and that you’re not just jumping on the RTO bandwagon for the sake of it. You need to deploy a crystal clear communication strategy that explains how the policy will add value to the company as a whole – as well as individual employees – and train managers to quell concerns if they arise.
You should also lead with the carrot instead of the stick. As has been evidenced multiple times already, strict ultimatums don’t work, and they actually risk backfiring on employers by scaring away talent, and fragmenting the company culture they worked so hard to create. Instead, offering in-person incentives like breakfast clubs, collaborative working areas, and on-site amenities, are more effective ways to lure your workforce away from the comfort of their home offices.
Ultimately, you need to be prepared that the mandate might not go smoothly too. Research shows that 80% of bosses who crack down on remote work actually end up regretting their decision. Bullish RTO mandates can also result in productivity and profit losses, especially when offices aren’t equipped with the tools workers need to thrive.
To understand the risks associated with policy, here are some potential concerns you should be aware of before you double down on pulling workers back into the office.
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