The Real Reason Your Boss Wants You Back in the Office

Collaboration and workplace culture may be the reasons why some companies want their employees back in the office five years after the COVID-19 pandemic forced them to shift to remote and hybrid work. But as many as eight in 10 bosses say they aren’t confident that their employees are getting their work done remotely, while 77% of workers agree that it’s about being seen rather than being measured. If you’re a manager, transparency about your return-to-office (RTO) policies may be the best way to reconnect employees with the workplace.

Analyzing the Real Reasons Behind RTO Mandates

Cisco conducted a study of global employers and employees from different industries, including financial services, health care, and manufacturing, across 21 markets. The study, which followed the company’s 2022 survey about hybrid work, highlights the workplace environment.

Are Mandates Driven by Distrust?

Trust is a key factor when it comes to making the transition back to the office. According to the Cisco survey, 81% of employers are skeptical about how productive their employees are when they’re working remotely. This means they just don’t trust that their employees are productive when they’re working at home. As many as 77% of employees believe that RTO mandates are driven by employer distrust.

Do Mandates Increase Employee Performance?

Changes to workplace policies are having a positive impact on employee performance. As many as 73% of people felt that they were more productive when RTO mandates were put in place in their work environments. This translated to an increase in productivity, innovation, culture, and employee engagement to the tune of an additional 7.6 hours per week or an increased output of 19%.

Do Mandates Reveal a Gap in Communication?

Communicating return-to-office policies is critical to ensure they are clearly understood by employees and to minimize resistance. It’s also essential so companies can maintain a level of trust with their workers.

However, there seems to be a disconnect in how effective the communication is between employers and their staff. The study showed that only 36% of employees believed that their employers effectively communicated their RTO policies. This was contrasted by 47% of managers who said they think their policies were well communicated with their teams.

Strategies for Managers to Deal With RTO Mandates and Employee Resistance

Understanding the data can help employers to effectively implement RTO mandates with as little employee resistance as possible. Managers should take a people-centered, thoughtful approach. The following are some suggestions to make the transition easier:

• Build trust through open and transparent communication about why the company wants to return to the office
• Allow a hybrid work schedule that blends flexibility with regular in-person interaction
• Respond to employee concerns promptly to keep workflows smooth and productivity high
• Offer support and resources for employees during and after the transition period
• Upgrade technology to give employees a smooth experience regardless of where they work

Tips for Employees to Deal With RTO Mandates

It may be challenging to deal with the RTO mandates as an employee, especially when you consider the fact that only 21% of employees said they felt consulted with about policy planning by their employers.

But there are ways you can engage with your managers so you feel connected while finding meaning in the change:

• Communicate clearly, using specific examples, about tasks that still can be handled remotely
• Plan office days strategically for collaborative activities, such as team projects, mentoring, or brainstorming sessions
• Reconnect with coworkers and teammates
• Provide your managers with constructive feedback, including what’s working and what stands to be improved

The Bottom Line

Trust may be the motivating factor behind many of the return-to-office mandates. Cisco’s research showed that employers acknowledge not trusting their employees to get work done remotely, and employees likewise feel that lack of trust. However, the data also showed that employees agree that productivity increases in the office, so there is room for compromise with improved communication.