The return-to-office (RTO) movement is probably one of the most hotly contested topics in the modern workplace. Companies around the world are wrestling with managing these transitions while also trying to address their employees' concerns. According to our 2025 What Diverse Talent Want survey, 92% of professionals would leave their current role if they found a remote opportunity. Employees cite a lack of flexibility, longer commute times, and higher costs as primary reasons for their resistance.
For example, in cities like New York City, where congestion pricing tolls were implemented on January 5th, the discussion about commute costs has taken on new significance. These tolls, which are intended to alleviate traffic and subsidize public transportation, add another degree of complexity for businesses asking employees to return to the office. Given these constraints, how can organizations find an equilibrium between organizational goals and employee needs?
Navigating RTO
To effectively navigate any RTO initiative, you must plan a strategy that balances business objectives with employee engagement, inclusion, and adaptability. A one-size-fits-all policy simply won’t work in any workplace altered by the pandemic. PowerToFly has been at the core of these discussions throughout all the changes and trending shifts, providing insights and strategies for businesses to rethink their workplace regulations.
For those looking for further insights, check out our chat on Navigating the Return-to-Office Movement, which has expert perspectives and actionable solutions.
Reimagining the return-to-office movement - YouTubewww.youtube.com
Understanding the resistance to RTO mandates
Why are employees resistant?
While employers may continue to highlight the advantages of in-office collaboration, many individuals feel alienated from these objectives, preferring flexibility, autonomy, and work-life balance afforded by remote work instead. This resistance illustrates a widening disparity between traditional organizational structures and the needs of today's workers. To better understand these resistances, it’s important to take a look at the underlying causes of employees' reluctance and discontent with rigid RTO regulations (emphasis on rigid!). Identifying these factors will allow you and your company to build strategies that correspond with employee preferences while still meeting business objectives.
1. Increased commute times and costs
Let’s return to our NYC example first; with NYC's congestion pricing now in place, commuters will face additional tolls, adding to the already high cost of commuting. For example, vehicles entering Manhattan's central business district during peak hours may pay up to $23 per day, a significant burden for employees already dealing with inflation and growing living costs. This doesn’t even account for commuting times, which can add up quickly. Even a half hour commute is five extra hours in a car each week (assuming a five-day work day).
2. Loss of flexibility
The pandemic demonstrated that remote and hybrid work approaches generally increase productivity while improving mental health. Employees like the freedom to plan their workdays more freely and having the flexibility of overall schedule. A strict RTO mandate feels like a step back. According to McKinsey research, 87% of workers value flexibility as a vital part of their job happiness. This doesn’t have to mean employees setting their own schedules either! A remote employee who clocks in for regular working hours probably still feels more freedom than having to drive to an office for the same tasks.
The role of flexible work in DEIB - YouTubewww.youtube.com
3. Misalignment between employer and employee priorities
While businesses may view RTO as important for collaboration and culture building, employees frequently prioritize work-life balance and mental health instead. This discrepancy generates stress, which leads to disengagement and churn. Don’t forget that if you’re prioritizing workplace culture and being in-office, the office culture has to support this initiative as well. Having people physically in the office is just the start.
The work sphere has evolved
Facts are facts; technological developments, changing employee expectations, and the pandemic's long-term effects have all contributed to a significant transformation of the modern workplace. Flexible, hybrid, and remote work models that put an emphasis on work-life balance, productivity, and well-being have replaced traditional ideas of office work. Organizations must adjust to the ongoing changes in the workplace by promoting an innovative and inclusive culture. To successfully navigate the difficulties of the return-to-office trend, one must have a thorough understanding of this new work paradigm.
Hybrid and remote work redefined workplaces
The increased popularity (and in the case of the pandemic, necessity) of hybrid and remote work has profoundly transformed businesses, allowing employees to blend in-person cooperation with focused, independent endeavors where they couldn’t before. These approaches have been shown to increase productivity, improve job satisfaction, and adapt to the changing expectations of the modern worker. Generally speaking, we’re seeing a lot of organizations now consider hybrid arrangements as a key component of the future of work.
The rise of "coffee badging"
Like quiet-quitting before it, a phenomenon called ‘coffee badging’ has become more popular, in which employees swipe into the office to mark their presence before leaving and going home to finish work after lunch. This illustrates a more serious issue: employees feel detached from traditional working rules and will take their schedules into their own hands when possible.
Returning doesn’t mean reverting
Important! Returning to the office should not imply resorting to old practices. Companies must acknowledge that RTO policies must adapt to match current realities, with a focus on flexibility and employee well-being. This is particularly true when recalling employees to a hybrid or in-office schedule after years of remote work.
The role of inclusivity in the RTO debate
Why inclusivity matters
Inclusivity is critical in any RTO strategy, as a failure to consider diverse employee requirements can result in disengagement and a divided workplace culture at best and legal problems at worst. Employees flourish in places where they feel respected and understood, regardless of their personal situation or function. Inclusive RTO rules guarantee that all team members have equal opportunities to make important contributions which in turn encourages productivity and innovation. Organizations that value diversity and inclusion can strengthen relationships with their employees, fostering trust and commitment. By recognizing employees' different realities, businesses are able to create a more equal and peaceful work environment that benefits everyone.
1. Caregiving responsibilities
Employees who are primary caregivers must balance employment and caring for children, aging parents, or other dependents. For these people, tight office schedules cause undue stress and in some cases, are impossible to stick to.
2. Employees with disabilities
Employees with disabilities frequently thrive in remote or hybrid settings that are able to meet their needs. An RTO policy that ignores accessibility will unavoidably exclude these people, resulting in workplace culture issues and inevitably, turnover.
3. Longer commutes and geographic disparities
Employees who live in suburbs or rural locations tend to have more transportation obstacles than their urban counterparts. Policies that fail to address these gaps risk exacerbating workplace inequality. Also consider the location of the office and how things like inclement weather might affect a commute. Having policies in-place for unavoidable issues can alleviate a lot of stress for employees who commute.
Read this next: Intentional inclusion at work: definitions and examples
Practical solutions for managing the RTO movement
A balanced RTO strategy is one that takes into account both business goals and employee expectations. Like we mentioned above, a one-size-fits-all approach is no longer effective because of all the modern workplace changes. Employers must embrace workable, adaptable, and inclusive solutions that put employee well-being first while encouraging teamwork and efficiency. Organizations can facilitate this transition and establish a productive, flexible workplace by customizing rules to the diverse needs of their employees. Below are some actionable strategies designed to aid businesses navigate the intricacies of RTO and build a workplace that flourishes in the modern era.
1. Offer workplace flexibility
Flexibility in the workplace - YouTubewww.youtube.com
Employee satisfaction relies heavily on hybrid options and flexible working hours. Flexibility enables people to control their schedules and maintain a work-life balance, lowering burnout and enhancing productivity. Companies can structure flexibility into an RTO mandate even without a hybrid schedule.
Read this next: 5 hybrid workforce best practices
2. Redefine office time
For example, returning to the office does not have to entail sitting at a desk from 8am to 5pm. Instead, focus on fostering collaboration and teamwork. For example,
- Introduce "anchor days," in which teams collaborate for brainstorming sessions or workshops.
- Organize social activities to improve company culture and give people valuable reasons to enjoy being in-office.
Read this next: 15 employee engagement ideas
3. Ask for employee feedback
Anonymous employee input allows businesses to uncover concerns and develop policies that resonate with their employees before it becomes a culture problem. This procedure can be streamlined with tools such as SurveyMonkey, Officevibe, and 15Five.
Read this next: 3 tools and 5 steps for gathering employee feedback
4. Invest in accessibility
How to encourage accessbility in remote & hybrid workplaces - YouTubewww.youtube.com
Accessibility is critical for building inclusive workplaces. Organizations can:
- Subsidize public transit or parking for commuters. Offer commuter incentives to offset costs, such as NYC's congestion pricing fees.
- Beyond ADA regulations, enhance or ensure your workplace is equipped with ramps, ergonomic furniture, and accessible restrooms.
Read this next: 7 easy ways to improve accessibility in the workplace
5. Educate leaders
Leadership has a huge impact on any new workplace strategy. Train your managers to balance performance demands with empathy. Courses included in PowerToFly's PowerUp programs give leaders the tools they need to negotiate complicated workplace dynamics while meeting the demands of their employees.
Redefining leadership in a remote & hybrid workplace - YouTubewww.youtube.com
6. Over-communicate
Clear and consistent messaging is critical to effective RTO transitions. Organize regular Q&A sessions, provide information, and utilize internal communication platforms to keep employees updated.
Read this next: Why communication style matters for business
7. Support employee wellbeing
Invest in resources that emphasize employee health and well-being, including:
- Provide mental health support initiatives.
- Wellness efforts, such as gym memberships and meditation apps.
Read this next: The worksite mental health crisis is real
8. Pilot and iterate
RTO policy implementation should be viewed as a dynamic process as opposed to a strict framework. By piloting novel strategies, businesses can get feedback, test efficacy, and spot potential challenges. By iterating in response to employee feedback, policies are kept adaptable and in line with the demands of the workforce, reducing churn and maintaining productivity. In addition to encouraging cooperation and trust, this flexible approach aids businesses in improving their RTO plans for sustained success.
Prepping for a return to office strategy
The return to office movement provides an opportunity to rethink work rather than resort to obsolete and outdated work patterns. Companies that prioritize flexibility, inclusivity, and employee engagement can actually create settings in which employees thrive, and organizations prosper.
Work in the future will be flexible, adaptive, and inclusive, rather than simply qualified as remote or in-office. As we negotiate these changes, let’s try to create workplaces that match organizational goals with our workforce's diverse requirements.
Together, we can build the future of work.
