RTO resistance: How to take a smarter, people-first approach

What’s going nowhere fast? The return-to-office (RTO) debate. And people leaders are facing one of their toughest challenges yet: balancing business needs with employee expectations.

Despite the hard push by some major corporations to get their people back in the office five days a week, today’s professionals are hesitant or even downright resistant. 

Some companies have remained committed to ending remote work, but experts argue that it’s too late: Compliance remains low. Remote work (or at least hybrid work) is here to stay.

Even with ultimatums—ranging from removing promotion eligibility to separation—many people remain resistant. So, when it comes down to the question of “to RTO or not to RTO?” there are many compelling arguments on both sides of the debate.

The case for RTO: Why some companies want to bring their people back on-site

While resistance to RTO is high, organizations that continue to push for it see clear advantages to bringing their people back to the office:

• Productivity and oversight. Some leaders argue that people are more productive in an office setting, where there are fewer distractions and more opportunities for real-time supervision.
• Collaboration and communication. In-person interactions allow colleagues to pick up on body language, tone, and unspoken cues that are harder to interpret in virtual meetings.
• Social connection and innovation. Face-to-face interactions can strengthen workplace relationships and create more spontaneous idea exchanges and brainstorming, which are critical for team-building and innovation.

Is RTO worth the push? The data says … maybe not.

Despite the arguments for RTO, studies suggest that RTO mandates may not be the silver bullet some companies hope it is:

• Remote team members aren’t less productive. Research suggests that modern professionals may actually be more productive when given flexibility.
• Hybrid work models offer the best of both worlds. People can still enjoy the social and collaborative benefits of in-person work through scheduled meetings or team lunches without sacrificing their autonomy.
• Commutes drain time and energy. Long commutes add hours to professionals’ days, impacting work-life balance, mental wellbeing, and overall productivity.

Clearly, the modern workforce isn’t convinced by claims that in-person work is inherently beneficial. According to Leslie Deutsch, VP of People Strategy at TEKsystems, “The biggest HR challenge we anticipate in 2025 is navigating the complexities of hybrid work models.” And recent studies highlight that over half of today’s professionals “are reluctant to return to the office.” 

Other data shows that work-from-home policies have no negative impact on performance, but cut quit rates by a whopping 35 percent. In fact, the same research highlights additional economic benefits, like doubling disability employment since the pandemic and expanding the labor supply.

And yet, the struggle to enforce RTO persists and has even prompted some companies to create an entirely new role: RTO officers solely focused on getting people back in the office. But even these measures haven’t guaranteed success. 

So, what is the right answer to RTO?

One size doesn’t fit all: Finding the right balance

Ultimately, RTO in some form may be beneficial, but the implementation matters—especially since “1 in 5 U.S. workers say they’re ignoring return-to-office rules.” 

Getting hybrid work right depends on what’s right for your organization, and there is no one-size-fits-all solution. 

Should companies enforce full-time, five-day-a-week office mandates, or are those days over? Is remote work more productive? Or is it fueling “The Great Detachment”? Does hybrid work provide the best solution for balancing productivity and engagement?

There are many questions to answer, but what’s the best way forward?

Is returning to the office the right fix?

It’s clear that the push for full-time office work isn’t landing well with the majority of today’s workforce. But is the reluctance actually about working from the office, or is there something more to people’s resistance to on-site work? 

In many cases, people’s resistance stems from a lack of clear leadership and autonomy or a general dissatisfaction with the company culture—not just a preference for remote work. 

Gallup research suggests that managers who emphasize purpose and impact see stronger engagement levels, regardless of where work happens. When people feel connected to their work, trusted by their leaders, and understand how their role drives business outcomes, they’re naturally more engaged, whether they’re working in an office or remotely.

HR’s role in rethinking RTO

Rather than mandating on-site attendance, HR leaders can focus on strategies that bolster engagement, trust, and alignment:

• Clarify expectations. Explain the business rationale behind in-office policies instead of simply telling people to comply. When people see how their presence drives impact and purpose, they’re more likely to buy in.
• Prioritize transparency. Honest communication builds trust and helps reinforce a culture of openness and respect. 
• Listen to your people. Anonymous pulse surveys, team meetings, and one-on-one conversations can uncover the real reasons behind people’s resistance, allowing HR to proactively address concerns head-on. 

By shifting the conversation from RTO enforcement to creating environments where people feel valued and supported, HR leaders can build workplaces that people want to be a part of—whether in-office, remote, or hybrid. 

The perks of hybrid work

The data is clear: Hybrid work isn’t just a perk. It’s a strategic advantage that benefits employees and businesses, from the ground level to the C-suite. 

One point in particular stands out: Autonomy drives engagement. When people have control over where and how they work, they feel more engaged, form stronger working relationships, and perform at their best.

But the benefits don’t stop there. The upsides of hybrid work include:

• Improved focus. Fewer distractions allow for deeper work for many professionals. 
• Lower costs. Organizations can cut spending on expensive office space, while professionals save on commuting, meals, and other work-related expenses. 
• Greater inclusivity. Hybrid work expands the labor market, increasing employment opportunities for people with disabilities and those in different geographic regions—strengthening diversity and business outcomes. 

At the same time, hybrid models preserve the best aspects of in-person work—collaboration, innovation, and social connection—without forcing people into rigid structures that may cause them to disengage. 

The lesson we can learn here? 

Instead of spending time and effort convincing professionals to revert to traditional, inflexible structures, HR can focus on building workplaces that balance flexibility with business needs, creating a mutually beneficial situation for everyone. 

Best practices for a tailored RTO approach

HR works best when it listens, adapts, and builds strategies that align organizational goals and workforce expectations. 

And one thing is clear: A one-size-fits-all RTO mandate simply won’t work. 

Instead of strict policies, HR leaders can focus on bolder, people-led strategies:

• Engage your people. Use one-on-one meetings, anonymous surveys, and team discussions to gather insights into how your people work best. Ask them to bring their own ideas for improvement to the table. Learn what works for them, what doesn’t, and why—then take action. 
• Implement continuous feedback loops. Let your hybrid policies evolve based on real-world feedback and impact, keeping your organization proactive instead of reactive. 
• Encourage collaboration and creativity. Make in-office time valuable by hosting strategy workshops, innovation sessions, and team-building events—not just requiring attendance.
• Champion an open culture. Transparency, trust, and empathy sit at the core of effective leadership communication. When people feel heard and respected, they’re more engaged, no matter where they’re working from. 
• Leverage HR tech. Use HR tech tools to streamline scheduling, support digital collaboration, and track key engagement metrics to ensure hybrid work stays effective and sustainable.

By focusing on people-based strategies with flexibility and trust at their center, HR leaders can ensure hybrid work drives business success and employee satisfaction.

Optimize hybrid work with HR tech

HR professionals are the architects of modern work. And like all great architects, having the right tools is key to building an efficient and engaging work environment. 

HR tech plays a critical role in simplifying hybrid workflows, ensuring smooth transitions, and keeping teams connected and engaged, no matter where they work.

HR tech can enhance hybrid work through:

• Workforce scheduling and management. Dynamic scheduling tools help coordinate in-office and remote work, ensuring teams stay aligned and productive.
• Digital collaboration tools. Communication platforms like Slack, Zoom, and Asana help keep dispersed teams connected and in sync. 
• People analytics. Tracking key metrics like engagement, productivity, and satisfaction helps HR refine hybrid policies to improve retention. 

With the right tools, HR leaders can transform hybrid work from a challenge into a competitive advantage that drives productivity, strengthens culture, and supports long-term business success.

Hybrid work: The key to engagement and retention

At its core, the return-to-office debate isn’t about where people work. It’s about how people work best. 

Instead of enforcing back-to-office mandates, HR leaders have the opportunity to shape the future of work to drive business success and employee wellbeing.

Hybrid models offer the best of both worlds: the structure and in-person collaboration of office work mixed with the flexibility and autonomy of remote work. When designed thoughtfully, hybrid work models aren’t just a perk. They’re an advantage that supports diverse workforces while driving engagement, productivity, and retention—a definite win for us all.