Thinking about RTO?
To return to the office or not to return to the office? That is the question. And the ideal answer depends on who’s asking.
As we move through 2025, the workplace experiment triggered by the pandemic is still in flux. By the end of 2024, only 32% of employers required full-time office attendance. Yet, 83% of CEOs expect to mandate a full return to the office within the next three years (Brown & Brown RTO Report).
Legally, most employers have the right to require employees to return with some exceptions. But they are increasingly weighing the trade-offs between culture, flexibility, control, and autonomy.
The Pros of Returning to the Office
Employers are motivated by several key factors:
Collaboration & Culture: Leaders say it’s harder to build a sense of community or loyalty with a distributed workforce.
Leadership & Training: In-person workers are often seen as easier to train and develop into future leaders.
Performance Management: Supervisors find it easier to evaluate productivity and resolve connectivity issues on-site.
These aren’t just perceptions. Gallup data (see below) shows employee engagement has dropped to a 10-year low, with only 31% of employees feeling engaged. Furthermore, just 30% see a connection between their work and the company’s mission, and fewer than half clearly understand what’s expected of them.
Two charts reporting employee attitudes
The Cons of Mandating a Return
Despite these concerns, employees overwhelmingly prefer flexibility, especially hybrid models. Most workers want to work remotely two days a week and in the office three days.
Importantly, this preference spans all demographics, not just younger workers. In fact:
63% of employees say remote work flexibility is the most essential part of their job.
Many are even willing to take a pay cut in exchange for the ability to work remotely (Newsweek poll).
What the Experts Recommend
To make the RTO shift a win-win, experts suggest:
Tie RTO to Wellness and Engagement: Frame the return as a way to improve mental health, team connection, and job satisfaction—not just output.
Support Individual Needs: Allow managers to adapt plans for workers who need flexibility due to caregiving, transportation, or health reasons.
Enhance the Office Experience: Offer subsidized lunches, improved breakrooms, and wellness programs to make the workplace more inviting.
Foster Belonging: Create affinity groups and promote inclusion to help rebuild a sense of connection and purpose.
Source: RTO-Mandates-and-Employee-Well-Being-Brown-Brown_WEB-1.pdf
Conclusion
The decision to return to the office doesn’t have to be a binary one. With thoughtful planning and a people-centered approach, companies can craft policies that balance productivity and empathy, building a workplace that works for everyone.
NKY Works Can Help
If you would like more information about return-to-office or other workforce policies, contact NKY Works. We can connect you to various resources to address your particular workforce needs. Reach out to us at 859.657.WRKS (9757) or NKYWorks@NKADD.org.