Over the past few years, remote work has proven that it can be just as—if not more—productive than traditional office-based work. Yet, many companies are still pushing for a return to the office.
Why? The short answer: too many managers haven’t been properly trained to manage remotely
Control is Not Leadership
For some leaders, having employees physically in the office gives the illusion of control. If they can see their employees, they assume they are managing them effectively. But presence does not equal productivity. The reality is, that an employee can be sitting at their desk in the office doing far less work than they were at home. Meanwhile, companies with strong management and clear performance expectations have seen success in remote and hybrid models. The problem isn’t where people work—it’s whether leaders know how to lead.
The Management vs. Employee Perspective on RTO
Employees understand that control is not leadership. They want flexibility, trust, and a workplace that values outcomes over office attendance. Managers, on the other hand, often struggle with engagement, communication, and accountability in a remote setting because they haven’t been given the tools to manage effectively. Without training on how to motivate, engage, and provide feedback in a hybrid or remote environment, managers fall back on what’s familiar—seeing people at desks. But that’s not leadership. Companies that fail to address this gap will struggle with retention, morale, and productivity regardless of where their employees are sitting.
What Makes a Successful RTO Mandate?
The companies that are getting RTO right have a few things in common:
Flexible Schedules: Employees want some autonomy over where and when they work. Strict, five-day office mandates? Expect pushback.
Hybrid Options: A mix of in-office and remote work allows employees to balance collaboration with focused work.
Employee Involvement: The best RTO plans are shaped with input from employees, not just dictated from the top down.
Realistic Timelines: “Return ASAP” ignores the fact that employees have built their lives around remote work. Childcare, eldercare, commuting—these things don’t snap back into place overnight.
Is Office-Based Work Better for Certain Jobs?
Some roles naturally lend themselves to in-person work—think hands-on jobs in healthcare, manufacturing, and hospitality. Collaborative, creative roles may also benefit from in-person brainstorming. But for most knowledge-based work, an office is not a necessity. Technology has made collaboration easier than ever, and forcing employees back just for the sake of it won’t drive better business results.
The Future of Work
The companies that thrive in the future won’t be the ones clinging to outdated models of work. Instead, they’ll be the ones investing in management training, building strong remote and hybrid cultures, and trusting employees to do their best work—wherever that may be. The question isn’t whether remote work “works.” We already know it does. The real question is whether companies will adapt or risk losing their best talent to those that do.
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