RTO mandates continue despite demonstrated bump in attrition

Companies are persisting with return-to-office (RTO) mandates, even as evidence mounts that these policies are driving away valuable talent. According to a recent survey by Resume Builder, one in four companies plans to increase the number of required in-person work days, with half of the respondents already asking employees to be in the office four out of five days a week. This trend persists despite 80% of surveyed employers reporting that they have lost talent due to RTO mandates.

• RTO mandates push senior leaders to join direct competitors, study says. (HR Dive)

The ongoing debate surrounding RTO policies has been a focal point for HR executives and workplace culture experts. The Conference Board found that three in four HR executives struggled with RTO policies, and 71% reported difficulties in retaining workers after implementing on-site work requirements. Experts suggest that a one-size-fits-all approach is a mistake and that companies should strive to find a balance between workplace flexibility and the benefits of in-person collaboration.

• RTO may be a ‘power grab’ that doesn’t improve performance, researchers say: Return-to-office mandates can harm employee satisfaction while failing to boost company profits, University of Pittsburgh researchers found. (HR Dive)

Despite the challenges posed by RTO mandates, some workers appear to be more open to on-site work requirements. A recent survey by TalenTrust revealed that while 50% of workers prefer fully remote work, 55% would not reject a fully on-site job offer if they were otherwise interested in the position. However, 41% of workers said they would ask for more flexibility if mandated to return to the office. As companies navigate the evolving landscape of post-pandemic work, finding the right balance between employee preferences and business needs will remain a critical challenge for HR leaders and executives alike.

Can be a great tactic if you overhired during covid and are looking for some additional attrition to protect margins without the pain of layoffs. However, it is often the star performers and higher level employees with more bargaining power that leave. When considering whether the benefits outweigh the costs, be sure to include the replicability of  the employees you’re likely to lose on the margins.