HR leaders are sick of the RTO debate and want to take a different approach in the new year

People don’t like being told what to do, especially when it comes to where they work.

While workers may compare HR teams enacting return-to-office (RTO) policies to hall monitors micromanaging school attendance, they’re also tired of the same old RTO debate.

That’s according to more than a dozen HR pros who told us RTO is a workplace fad they’d like to leave behind in 2024.

“I would love to see the return to office debate left behind as we enter the new year. The pandemic forced the workforce to adapt out of necessity, but also illuminated nuances in how different settings can maximize distinct types of work. As long as people are being productive, it’s important to move away from policing where employees work and instead shift managerial responsibility to focus on their overall growth, especially in the tech industry where change happens so quickly.”—Julia Braun, CHRO, SoftwareOne

“In today’s dynamic work environment, it’s essential to move beyond rigid return-to-office mandates. Embracing flexibility not only empowers our employees but also fosters a culture of trust and innovation…Let’s move forward together, building the future of work without looking—or going—back.”—Lauren DeYoung, workplace futurist, Allstate

“It seems illogical for some employers to insist on bringing employees back to the office full time. Why would you impose a timely and costly commute upon someone to have exactly the same workday they would have had from home? By all means, there is purpose behind bringing people together for stronger collaboration, as well as to connect and build culture, but before rushing to the low-trust, high-control approach of demanding employees return to the office full-time, let’s pause and reconsider. The world has moved on and talent demands more than that.”—Neil Morrison, CHRO, Staffbase

Time for change. It’s not always possible to embrace a fully remote policy. But organizations that do call workers back to the office can take these steps to make the transition as seamless as possible:

1. Drop the “one-size” approach. “People are unique, yet our work structures don’t always reflect that. For too long, we’ve relied on cookie-cutter approaches designed by a few for the many. In my experience, giving people the choice of where they work unlocks their full potential. The future of work should focus on how we come together to create environments where everyone feels valued and empowered to succeed, no matter where they are.”—Avani Prabhakar, CPO, Atlassian

2. Over-communicate. “It’s important for businesses to over-communicate their goals, the problems to solve, and the strategies to get there. Otherwise, buzzy media catchphrases will continue to dominate the conversation and pit leadership and employees against each other. The headlines have real consequences on employee morale and well-being.”—Anita Grantham, head of HR, BambooHR

3. Give employees time to acclimate. “While there is value in returning to an office, these mandates weren’t necessarily communicated in the best way. Many employers provided very short notice and disregarded the routine employees had grown accustomed to since working remotely. Moving forward, it’s incredibly important for employers to ensure they are not only giving employees enough time to prepare to return to the office, but also giving them the support they need once they are back, whether that’s flexible working hours or a hybrid working model.”—Ray Smith, SVP of people and culture, The Arbinger Institute

4. Make being in the office worthwhile. “As a leader, it’s incumbent upon me and my people and workplace evolution teams to make the in-office experience a valuable one. We continue to prioritize things like reimagined office spaces, enhanced wellness support, and culture-building gatherings that bring our people together and forge deeper connections than can be created through computer screens. We get more done when we do things together!”—Dianne DeSevo, CPO, Dow Jones

“The office should provide an experience that employees can’t get at home—one that actively encourages in-person collaboration rather than perpetuating the isolation of remote work…but to be successful, that environment must be deliberately created. Companies need to have the right workspaces designed to encourage the connections and in-person collaboration they seek, including ample conference rooms, breakout spaces, and common areas.”—Susan Catalano, CPO, WeWork

“This past year, we encouraged—but didn’t require—employees to come in on designated in-office weeks that align with key moments like onboarding, training, company retreats, strategic sessions, team-building events, and planning meetings at our regional office locations. We love bringing everyone together when possible, but we also recognize that they excel wherever they are. This approach has given our employees greater autonomy while fostering connections and collaboration.”—Sandra O’Sullivan, chief people and operating officer, Curriculum Associates

Update 12/12/24: This piece has been updated to reflect Sandra O’Sullivan’s current title.