The Real ROI of RTO: What HR Should Really Measure
By
Samantha Cox
•
May 1, 2025
Return-to-office mandates are back, but what does RTO really mean and why now? After years of remote and hybrid work, many companies are asking employees to return to the office, arguing that in-person collaboration strengthens culture, creativity, and accountability. Can those moments of connection truly happen through a screen?
In this article, we’ll break down what RTO means, why companies are pushing it, and how different organizations are approaching the shift. We’ll also explore what it means for performance, satisfaction, and retention, helping you look beyond attendance and focus on what actually drives results.
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 and opportunities associated with employees returning to the office, such as increased employee turnover, operational costs, and the need to maintain engagement and satisfaction, 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 2026, 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.
Starbucks and HSBC have also implemented rigid RTO policies, requiring employees to work in the office at least three days a week and five days a week, respectively. These rigid RTO policies reflect a more traditional, inflexible approach to returning to the office. 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, offering flexible remote work arrangements to their staff. This variability underscores the fact that there is no one-size-fits-all approach to RTO.
The federal government is another sector with notable RTO mandates, as recent federal policies have required many public service workers and federal agencies to increase in-office attendance, impacting thousands of employees nationwide.
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 push to return to the office, commonly known as RTO, is gaining momentum again. But why now? At its core, RTO refers to policies that encourage or require employees to spend more time working in person, based on the belief that face-to-face interaction drives stronger collaboration, engagement, and faster decision-making.
For many leaders, RTO is more than a logistical adjustment. It is a strategic move to rebuild team dynamics, strengthen company culture, and support long-term business continuity in an increasingly hybrid world. Managers play a critical role in making this transition work, from guiding teams through new expectations to balancing shared office resources.
Now, the push for RTO is driven by several key factors that organizations believe are critical for success:
Improved employee productivity and engagement through direct, in-office interactions
Stronger collaboration that supports operational goals and, in some industries, compliance requirements
Improved team efficiency and overall performance, as cited by many business leaders
The belief that face-to-face interaction fosters deeper social connections and more cohesive teams
To ease the transition, many companies are offering commuter benefits, stipends, and additional perks to make returning more appealing. Together, these motivations highlight the complexity behind RTO mandates and the ongoing challenge of balancing organizational priorities with 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. Additionally, employee expectations around flexibility and autonomy have shifted, and failing to meet these expectations can further impact satisfaction and retention.
Employee satisfaction is one of the biggest challenges tied to return-to-office mandates. Many employees who thrived with remote work flexibility now report higher stress, lower morale, and growing frustration as they transition back to the office. Concerns around work-life balance, commuting time, and reduced flexibility often drive resistance to RTO policies.
While commuter benefits and perks can ease some of the financial strain, they don’t fully address how employees feel. This is where real-time engagement data and feedback become critical. Companies that look beyond attendance and measure productivity through outcomes, not hours, are better positioned to adapt their RTO approach. Ultimately, organizations that balance operational needs with employee well-being are far more likely to maintain engagement, retention, and long-term performance.
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. As a result, some organizations are exploring alternative RTO strategies to achieve cost savings and reduce unnecessary expenditures.
Empathetic leadership is crucial in addressing these challenges. Leaders should make themselves visible and available to improve connection and support team morale. It is also essential for leadership to guarantee that RTO policies meet compliance requirements, aligning with regulations such as GDPR or HIPAA and organizational obligations. 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 thoughtful, strategic approach. Clear communication, flexible work arrangements, and strong support systems are essential to helping employees adapt while maintaining productivity and collaboration. When leaders set clear expectations and provide the right resources, the transition feels intentional rather than disruptive.
Done well, return-to-office strategies support business continuity, reduce operational friction, and create a more positive employee experience. The goal is not simply to bring people back, but to build an environment that balances performance, connection, and well-being for long-term success.
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 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 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 guarantee 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 an RTO process. Digital collaboration tools support both remote workers and in-office teams, providing 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.
Measuring the Success of RTO Initiatives
For HR professionals and organizational leaders, understanding the impact of return-to-office (RTO) policies goes far beyond tracking who is back at their desks. Measuring RTO success requires a holistic approach that considers employee satisfaction, engagement, and the overall health of company culture.
To get a complete picture, organizations should combine quantitative and qualitative metrics. Attendance and productivity data provide a snapshot of operational efficiency, but employee feedback, collected through surveys, focus groups, and one-on-one check-ins, reveals how employees feel about the office environment, work-life balance, and the transition itself. Monitoring both in-office and remote employees’ engagement helps spot potential issues, such as declining morale, before they affect retention or performance.
By taking a data-driven approach, HR teams can make informed adjustments to RTO policies, optimize office resources, and foster a supportive work environment. Successful RTO strategies prioritize employee well-being, adapt to evolving preferences, and create an office culture that drives both business outcomes and a motivated, engaged workforce.
Addressing the Needs of Remote Workers in an RTO Strategy
As organizations roll out RTO strategies, it’s crucial to address the unique needs of remote workers. Changes in RTO policies can raise concerns about work-life balance, productivity, and well-being, and ignoring these can impact culture and engagement.
Flexible work options, such as hybrid schedules, flexible hours, or compressed workweeks, help employees balance personal and professional demands while staying connected and productive. Equipping managers with clear expectations, consistent communication, and digital collaboration tools ensures a smooth transition. Regular feedback through surveys and open forums gives employees a voice, allowing HR to make informed decisions.
Prioritizing remote workers strengthens company culture, boosts engagement, and drives better business outcomes. When employees feel supported and heard, whether remote or in-office, organizations create an inclusive, resilient RTO plan ready for long-term success.
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.
Navigating the Future of Work with Confidence
The RTO movement brings both challenges and opportunities for modern organizations. With many employees accustomed to remote work, HR teams need to understand not just what RTO stands for, but its broader impact on productivity, morale, and company culture. Grasping how RTO shapes the employee experience enables leaders to guide thoughtful, effective transitions that balance flexibility with organizational goals.
Success in today’s landscape requires more than policies; it demands clear communication, adaptable strategies, and tools that support both business objectives and employee well-being. AI-driven platforms like Fonzi help organizations stay agile, automate workflows, and gain insights into workforce needs. By adopting a balanced approach, companies can create sustainable, people-first workplaces that thrive now and in the future.
Summary
Return-to-office (RTO) policies aim to boost collaboration, engagement, and company culture, with approaches ranging from strict mandates to flexible hybrid models. Key drivers include productivity, team cohesion, and business continuity, often supported by perks like commuter benefits.
RTO also poses challenges, as employees accustomed to remote work may face stress and lower morale. Successful strategies combine clear communication, flexible arrangements, supportive systems, and technology like AI-driven HR tools. By balancing operational goals with employee well-being, organizations can foster a motivated, engaged, and resilient workforce.
