The Real ROI of RTO: What HR Should Really Measure
By
Samantha Cox
•
May 1, 2025
Return-to-office (RTO) mandates are back—but what’s really behind them, and what should HR teams be paying attention to? As companies aim to restore a sense of normalcy, many are emphasizing the value of in-person work to foster collaboration, innovation, and accountability among other employees. This shift reflects a broader strategy to reinforce culture and rebuild workplace dynamics that some believe are harder to sustain in remote settings.
In this article, we'll talk about the real reasons companies are calling employees back in, the different approaches to RTO, and what it all means for performance, satisfaction, and retention. If you're navigating this shift, we’ll help you look beyond attendance metrics and focus on the critical factors that truly move the needle, from employee well-being to productivity trends in hybrid environments.
Key Takeaways
Return to office mandates are varied and reflect different organizational needs, with companies employing both strict and flexible approaches to in-person attendance.
Key drivers behind RTO include enhanced productivity and engagement through face-to-face interactions, business continuity, and financial incentives offered to employees.
Implementing RTO presents challenges such as increased employee turnover and operational costs, highlighting the need for empathic leadership and strategic support systems for employees.
The Current State of Return to Office (RTO) Mandates
As we stand in 2025, the return to office mandates vary significantly across industries and organizations. Citigroup, for example, requires employees to be in the office three days a week. Meanwhile, Salesforce has mandated office attendance for the majority of its workers four to five days a week as of October 1. The Washington Post has taken a more stringent approach, expecting employees to return to the office full time five days a week by June 2, 2025.
Starbucks and HSBC have also implemented strict RTO policies, requiring employees to work in the office at least three days a week and five days a week, respectively. However, not all companies enforce such rigid schedules.
Redfin, for example, only requires employees living beyond a 20-mile radius to visit the office once a quarter for meetings. The rest of the time they can work remotely. This variability underscores the fact that there is no one-size-fits-all approach to RTO.
These diverse RTO mandates reflect the different operational needs and cultures of many organizations. While some companies emphasize the importance of in-person collaboration, others are more flexible, recognizing the benefits of remote work. Examining the reasons for the return to office reveals why some businesses favor traditional work environments, whereas others lean towards hybrid models.
Key Drivers Behind RTO Push
The drive to return to the office is fueled by several key factors that many organizations view as essential for long-term success. A leading reason is the belief that in-person interactions enhance employee productivity and engagement more effectively than remote work alone.
Leaders often point to improved team dynamics, stronger collaboration, and quicker decision-making as outcomes of being physically present in the workplace.
The return to office is seen not just as a logistical change, but as a strategic move to rebuild the social fabric and synergy that can be harder to maintain in a fully remote environment.
Now, the return to office push is driven by several key factors that organizations believe are critical for their success:
Enhancement of employee productivity and engagement through direct interactions in an office setting.
Improved team efficiency and overall performance as asserted by many leaders.
The belief that face-to-face interactions foster better social connections and collaboration among teams.
Beyond productivity, business continuity remains a key driver behind return-to-office plans. Many senior leaders view maintaining a physical office presence as essential for sustaining day-to-day operations and long-term stability.
As hybrid work models become the norm, these leaders are tasked with strategically managing how office resources are allocated and used. Balancing remote work with in-person collaboration is now a critical consideration.
Financial incentives also play a role in encouraging employees to return to the office. Companies are finding that offering to cover commuting costs and other financial perks can be effective in mitigating the reluctance of employees to return. Ultimately, these key factors highlight the complex motivations behind RTO mandates and the need for a balanced approach to calculating RTO that considers both organizational goals and employee well-being.
Impact of RTO on Employee Productivity and Satisfaction
The impact of RTO on employee productivity and satisfaction is a mixed bag, with both positive and negative outcomes. On one hand, some employers believe that in-office work can enhance productivity by fostering a more collaborative environment. However, about 8 in 10 employers report losing talent due to stringent return-to-office policies. This talent loss is often attributed to decreased flexibility and increased commuting times, which can lead to lower productivity and performance among employees.
Employee satisfaction is a key area impacted by return-to-office mandates. Many professionals who benefited from the flexibility of remote work, especially in terms of work-life balance, are now reporting increased stress and lower morale when transitioning back to in-office settings. Research shows that mandatory RTO policies can negatively affect job satisfaction, making it more difficult for organizations to maintain strong employee engagement.
Moreover, companies face difficulties in balancing the financial burden of returning to the office. Offering commuter benefits can help alleviate some of these costs, but the overall impact on employee satisfaction remains a concern.
A real opportunity exists for real-time analytics to be a valuable tool in monitoring employee engagement and sentiment regarding RTO initiatives, allowing organizations to adjust their strategies as needed to ensure a positive work environment and gather employee feedback while considering commuting distance.
In essence, while return-to-office (RTO) policies aim to restore traditional work environments, they also present significant challenges around productivity and employee satisfaction. Requiring employees to be in the office full time can be especially difficult for those who have adapted to the flexibility of remote work.
To navigate this transition successfully, organizations must carefully consider the diverse needs and preferences of their workforce. Balancing operational demands with employee well-being—and aligning with recovery time objectives—is essential to achieving sustainable business outcomes and maintaining a motivated, productive team.
Challenges Faced by Companies Implementing RTO
Implementing RTO mandates is not without its challenges. Many companies enforcing rigid return-to-office strategies are experiencing increased leave requests and declining productivity. Employees with caregiving responsibilities are particularly affected by these policies, leading to dissatisfaction and higher turnover rates. This can be especially detrimental to organizations, as top performers often seek more flexible work environments.
Operational costs are another significant challenge. Organizations are facing increased expenses related to office space maintenance and employee commuting. These costs can strain budgets and make it difficult for companies to justify the financial outlay associated with maintaining physical office spaces.
Empathetic leadership is crucial in addressing these challenges. Leaders should make themselves visible and available to improve connection and support team morale. Offering hybrid work models can also help balance employee flexibility with opportunities for in-person collaboration. By acknowledging and addressing these challenges, organizations can better navigate the complexities of RTO mandates and foster a more supportive work environment.
Best Practices for a Successful RTO Transition
Successfully transitioning back to the office requires a strategic organizational approach, emphasizing clear communication, flexible work arrangements, and robust support systems that employees can access, as outlined in the return-to-office mandate reinstated by senior leaders.
By implementing these best practices, organizations can maintain normal business operations, minimize disruption, and meet their recovery point objective. This approach will help foster a positive work environment during the transition, ensuring a smooth shift while maintaining continuity in business operations.
Clear Communication Strategies
Open communication is the first step in a successful RTO transition. Employers should prioritize transparency about RTO plans to foster engagement and trust among employees. Regular check-ins and feedback sessions can help ensure that employees feel involved in the transition process and that their concerns are addressed.
Automated communication tools can streamline the return-to-office process by delivering timely updates tailored to different employee groups, utilizing data effectively. AI-powered platforms can enhance these strategies, making it easier to keep employees informed and engaged throughout the transition.
Clear and consistent communication helps organizations facilitate a smoother and more effective RTO transition.
Flexible Work Arrangements
Flexible work arrangements are becoming increasingly important as organizations seek to accommodate a diverse workforce. Personalized work arrangements, such as Airbnb’s policy allowing employees to work from anywhere within the country, have shown to enhance employee satisfaction and attract diverse talent. Autodesk’s ‘Flex Forward’ policy, which allows employees to choose their work location, has resulted in increased job applications and diversity in candidates, highlighting the significance of remote work policies.
These flexible work arrangements offer significant benefits, such as enhanced employee satisfaction, access to a broader candidate pool, and increased organizational adaptability. By offering both working remotely options and in-office work, companies can better meet the diverse needs of their workforce.
This approach not only supports a smoother RTO transition but also helps maintain a balance that benefits both employee well-being and organizational goals.
Support Systems for Employees
Effective support systems are crucial for helping both remote workers and in-office employees adjust to the return to office (RTO) transition. Mental health check-ins and partnerships with counseling services can provide vital support during this change.
Additionally, mentorship programs that blend formal structures with informal peer support can enhance engagement and assist employees in navigating the shift from working remotely to in-office time.
By implementing these robust support systems, organizations can ensure that all employees, whether they’re returning to the office or transitioning to a hybrid model, feel supported and valued.
This approach fosters a positive environment, contributing to better mental well-being and a more productive, cohesive workplace during the RTO process.
The Role of Technology in Facilitating RTO
Technology is vital in facilitating a seamless return to office (RTO) process. Digital collaboration tools support both remote workers and in-office teams, ensuring smooth interactions regardless of work location. AI-driven technologies are enhancing remote collaboration capabilities, making hybrid and flexible work arrangements more effective.
The integration of advanced technologies is essential for meeting the needs of a modern workforce, while also aligning with the organization's recovery time objective. These tools help companies adapt to hybrid work models, streamline communication, and provide the support necessary for a successful transition.
By using technology, businesses can ensure a more efficient, inclusive, and productive shift back to in-office and remote work settings.
Case Studies: Companies Successfully Navigating RTO
Several companies have successfully navigated the RTO process, providing valuable examples for others to follow. Amazon plans a full return to the office by January 2025, emphasizing the need for in-person collaboration despite facing employee dissatisfaction.
Toyota Motor North America will require all salaried employees to work on-site Monday through Thursday, with remote work options on Fridays starting September 2025, shaping the future of work. JPMorgan Chase requires all staff to return to the office by March 2025, stressing the importance of teamwork and communication for the company.
Similarly, Dell Technologies has mandated a full return to the Dell office in-person from February 2025, focusing on the necessity to determine direct collaboration. These examples highlight the diverse approaches companies are taking to navigate the RTO process and the importance of clear strategies and determined communication.
How Fonzi Can Enhance Your RTO Strategy
Fonzi can significantly enhance your RTO strategy by automating various HR tasks. The platform automates the resume screening process, allowing HR teams to quickly identify qualified candidates during the return to office transition. The candidate outreach capabilities of Fonzi streamline communication with potential hires, making the recruitment process more efficient as companies resume in-office work.
Fonzi also integrates with tools like AI interviews and resume screening, providing a comprehensive solution for HR teams. By leveraging Fonzi, organizations can enhance their RTO strategies, ensuring a smoother and more efficient transition back to the office.
Looking Ahead: Navigating the Future of Work with Confidence
The return-to-office movement presents a mix of challenges and opportunities for today’s organizations. As many employees have grown accustomed to working remotely, understanding the driving forces behind RTO mandates as well as their impact on productivity, morale, and company culture equips HR teams to lead more thoughtful and effective transitions. Balancing flexibility with organizational goals is key to ensuring a successful shift.
Success in this evolving landscape requires more than policies. It demands flexibility, open communication, and tools that support both business goals and employee well-being. AI-driven platforms like Fonzi are instrumental in this shift, helping teams stay agile, automate key workflows, and maintain visibility into workforce needs.
As companies move forward, a balanced approach will be essential to creating sustainable, people-first workplaces.
