To address these critical issues, employers must carefully consider whether and how to enforce RTO policies. Here are some tips to consider in crafting a successful RTO policy:

Weigh the necessity. First, companies should consider whether an RTO policy is necessary at all. Integrating flexible work arrangements, such as a hybrid schedule, could meet the needs of both the company and the workforce with far less disruption.
Consider the impact. If a return to onsite work is deemed truly necessary, companies may face damage to employee morale and a loss of at least some valuable talent. If the need for RTO outweighs the cost of losing workers, it is essential to carefully look at certain types of employees, specifically caregivers and disabled employees, to assess who will be most impacted. To preserve diversity in the workforce, it's critical to consider how to accommodate the employees who will be the most deeply affected by these policies to avoid inadvertently creating a homogeneous workforce.

Allow for flexibility. For companies genuinely committed to prioritizing their staff, developing strategies that offer flexible work options is crucial. These might include hybrid schedules or enhanced compensation to cover additional costs associated with returning to the office, such as transportation. Proactively engaging with your workforce to tailor individual work plans demonstrates a genuine commitment to inclusivity, helping to maintain a diverse workforce and enhance overall employee retention and satisfaction.

Cultivate an employee-focused work environment. If an RTO policy is truly necessary for your business's success, a variety of measures can be taken to support workers through the transition and beyond. These could include providing childcare or adult daycare options for caregivers, company-sponsored transportation or other useful perks that can help ease the burden on reluctant employees.

Create ethical separation agreements. Companies that plan to enforce strict RTO policies should plan for the loss of some employees who can't or won't return to onsite work full time. To make the transition smoother, consider offering voluntary separation packages or relying on natural attrition. These methods preserve trust and morale and reinforce a company's commitment to putting employees first.

Dr. Jasmine Escalera is a career expert at MyPerfectResume and a certified career coach with over 15 years of experience in management and leadership.

Instant Insights /

Weighing the risks and benefits of enforcing RTO policies

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