Last month, we provided our first installment of tips to help your Return to Office mandate go smoothly. This month, we’re back to give you the second and final installment.
Before we jump into Part 2, I have to share some terrific feedback we received after last month’s article.
One legendary leader in the liberty movement told me this:
I’ve found that employers have a couple of pain points with WFH staff:
It takes a lot out of middle management to manage staff in the office and out of the office (especially when different time zones are involved).
While employees may have to cover commuting costs in returning to the office, it’s far more expensive for employers to cover the travel costs to get WFH employees into the office for meetings throughout the year.
And another astute reader with a rich history in the free-market space told me this:
I can’t speak for everyone with young children, but I find I’m significantly more productive at the office. I’d chalk that up to two main factors: fewer interruptions and work conversations that actually stay focused on, well, work.
That said, I have a friend in my neighborhood who works 100% from home, and he’s found a way to make it work. I once knocked on his door, and his kids helpfully informed me, “Daddy has his office door locked and we NEVER interrupt him when that happens.” So, it’s clearly possible for parents to be productive while working from home — it just depends on a number of variables!
And now, back to final tips, continued from last month:
- DO: Apply the Policy Equally to Everyone (or Be Ready to Explain Why)
Employees can’t help but notice the unfairness of an RTO policy that doesn’t apply to everyone in the organization. For many, the policy just smacks of favoritism.Yes, everyone has to return to the office…except Tom (who lives four hours south), Peggy (who relocated to a farm in Ohio), and the Bosswoman (who is two time zones away in California and won’t even pick up the phone before 10 o’clock).If these three can get their work done from home, why can’t everyone else?
You can still apply the RTO policy inconsistently—there are valid reasons to do so—but be aware that it may lead to resentment. Most importantly, be ready to clearly explain your rationale.
- DON’T: Change the Rules on Employees Hired Under a Remote or Hybrid Agreement (Or if You Do, Handle it Gently or Be Prepared for Discontent)Your employee trusted you when you said he could work remotely/hybrid. Imagine how he is going to feel when you institute that 5-days-in-the-office RTO policy?
Take the case of one candidate we spoke with, who was thriving in a new role. Just a few months into his new job, the hybrid schedule explicitly outlined in the job description and offer letter was abruptly changed. Leadership casually announced the new policy – no warning, no discussion.
Et tu, Brute?
Even though the policy itself was reasonable enough, the candidate felt blindsided and betrayed. If policies could change so abruptly, what else might change?
That’s when he called us—he was ready to move on.
- DO: Lead By ExampleWhatever you do, don’t pull a Gavin Newsom and have your RTO mandate apply to everyone on staff except for the big cheese.
RTOs for thee, but not for me?
Instead, make sure your executive is leading by example and following the new RTO mandate to the letter.
One of our favorite execs isn’t just showing up—he’s biking to the office (leading by example and leading by lycra!). Now that’s commitment.
- DON’T: Forget that You Are Still Competing with Virtual WorkYes, RTO is having a moment—but virtual jobs haven’t disappeared. Plenty of organizations are still hiring virtually with zero plans to change.
Case in point: the majority of Talent Market’s current searches are either virtual or offer a virtual option.
So, if you’re implementing RTO, be ready to lose your current staff to virtual opportunities. And be ready to lose future staff to virtual opportunities.
We just wrapped two nearly identical searches—similar title, salary, and job description. One was in-office, the other virtual. Guess which one got 3x the candidates?
- DO: Continue to Value Productivity Over Face TimeOne of our favorite aspects of virtual work is that it forces employers to focus on productivity and results, not on office diplomacy, brown-nosing, and face time.
In the Before Times, there was always at least one guy in the office who excelled at C-level sycophancy but struggled to get his actual job done. When Covid hit and we retreated to home offices, that guy was exposed for what he was: an apple-polishing schlub.
For those of you getting the band back together in the office, don’t forget to focus on what matters!
Parting thoughts:
When it comes to RTO mandates, how you implement them is nearly as important as whether you implement them at all.
For your policy to succeed, lead with fairness, transparency, and flexibility. Listen to your people. Keep exceptions minimal and justified. Acknowledge the real impact on employees’ time, money, and productivity.
Otherwise? Your staff might just vote with their feet.
