Return to Office: A Mile Marker on the Road to Operational Excellence

The conversation around a strategic Return to Office (RTO) plan for operational excellence is gaining momentum as organizations navigate the evolving dynamics of hybrid and remote work. Industry leaders like Amazon, JP Morgan, and Dell have normalized the transition, demonstrating that RTO can be a strategic move rather than just a logistical one; however, for many companies, the prospect of RTO raises concerns about employee resistance, operational disruptions, and the risk of losing top talent.
The key to success lies in reframing RTO as a milestone, not the destination. It’s one step on the path to achieving broader goals like improved productivity, enhanced company culture, and operational excellence. So, how can organizations approach RTO to ensure it creates long-term benefits for both employees and the business? Let’s dive in.
RTO: A Strategic Reframe
One of the biggest mistakes organizations make is treating RTO as an endpoint, with success measured by how many employees return to their desks. This narrow focus leads to employee dissatisfaction, lower engagement, and increased negative attrition (There is such a thing as ‘positive attrition.’ It means encouraging the right folks to stay while also reducing in the size of the workforce. It includes creating a positive exit for those who are leaving and creating pathways to create recruiting champions of your organization.)
Instead, RTO should be viewed as a mile marker on the journey to operational excellence—a process that includes:
- Enhanced productivity through collaboration and streamlined workflows.
- Stronger company culture built on shared values and connections.
- Higher employee satisfaction and retention driven by clarity and alignment.
- Improved operational efficiency that enables better, faster, and more cost-effective outcomes.
By positioning RTO as a step toward these goals, organizations can harness the momentum and gain greater buy-in from employees. A key success metric for this stage of the process is early adoption.
Understanding the Challenges of RTO
A strategic RTO plan for operational excellence presents unique challenges that require careful consideration:
Employee Resistance
Many in the workforce prefer remote work, citing better work-life balance, reduced commute times, and increased flexibility. Forcing employees back to the office without addressing these concerns can lead to resentment and disengagement.
Middle Management Frustration
Managers tasked with enforcing RTO policies often feel stuck between leadership expectations and employee pushback. Without clear guidance and support, they may struggle to implement RTO effectively.
Misaligned Goals
If leadership views RTO as merely a way to fill office spaces, it risks missing the bigger picture—how RTO can contribute to long-term organizational success.
These challenges highlight the importance of aligning RTO with broader objectives and ensuring all stakeholders understand its role in achieving operational excellence.
Aligning RTO with the Employee Value Proposition (EVP)
At its core, RTO must resonate with what employees value most about their work and their organization. This requires a deep understanding of your Employee Value Proposition (EVP)—the unique benefits, opportunities, and experiences your company offers.
How to Align RTO with EVP:
- Assess the workforce for Chaos Tolerance or Change Resilience
- Understanding they best way to communicate with your employees will help you craft content that “meets them where they’re at” and will increase engagement.
- Understand What Employees Value
- Conduct surveys, focus groups, and one-on-one conversations to identify what employees prioritize in their work environment.
- Common themes may include flexibility, career growth, collaboration, and access to resources.
- Position RTO as an Opportunity
- Frame RTO as a way to enhance collaboration, mentorship, and innovation.
- Highlight how in-office interactions can support professional development and strengthen team dynamics.
- Create Compelling Messaging
- Communicate how RTO aligns with the company’s mission and benefits employees.
- Use specific examples to show how RTO contributes to both individual and organizational success.
By connecting RTO to your EVP, you can foster a sense of purpose and alignment that makes the transition more meaningful for employees.
Effective Communication Strategies for RTO
The success of your RTO initiative depends on clear, inclusive, and targeted communication. You may want to dive deeper in the article Why Tailoring Internal Comms Matters. Here are key strategies to ensure your messaging resonates:
Assess and Optimize Communication Channels
Identify the best ways to reach different segments of your workforce.
- Digital Platforms: Use email newsletters, intranet updates, and mobile apps to share detailed information.
- Visual Tools: Create posters, infographics, and signage for physical workspaces.
- Audio Content: Develop podcasts or audio updates for deskless and remote employees.
Segment and Personalize Messaging
Tailor your communication to address the specific needs and concerns of different employee groups:
- Highlight growth opportunities and mentorship for younger employees.
- Emphasize collaboration and innovation for team-oriented roles.
- Provide detailed processes and expectations for operational teams.
Ensure Accessibility and Inclusion
Make sure your messaging is accessible to all employees:
- Develop and distribute a Communications Policy that spells out what information belongs on which channel
- Make sure your deskless workers have a feedback mechanism they can use to help direct you to their preferred channel or method of communication.
- Translate materials into multiple languages to reflect workforce diversity.
- Offer alternative formats like videos or graphics for employees with varying preferences.
Provide Ample Feedback Opportunities
Create channels for employees to share their input and ask questions about RTO. Feedback mechanisms could include:
- Live links at the end of emails, or within articles on your single source of truth/SharePoint
- Direct phone numbers to support personnel published within the content.
- Anonymous surveys.
- Open forums or town halls.
- Regular check-ins with managers.
Using RTO to Build Culture and Efficiency
RTO is not just about bringing employees back to the office—it’s an opportunity to strengthen your organizational culture and improve operational efficiency.
Strengthen Collaboration
In-person interactions foster stronger team dynamics, creativity, and problem-solving. Use RTO as a chance to re-establish connections and encourage cross-functional collaboration.
Deepen Organizational Culture
Physical presence reinforces shared values, rituals, and traditions that are harder to maintain in remote environments. Emphasize how RTO supports the company’s mission and creates a sense of belonging.
Boost Productivity
With streamlined communication and better access to resources, employees can work more efficiently and effectively. Ensure office spaces are optimized for productivity, with dedicated areas for collaboration, focus, and relaxation.
Avoiding Common Pitfalls in RTO
To ensure your RTO initiative is successful, avoid these common mistakes:
Treating RTO as One-Size-Fits-All
Different roles and departments have unique needs. Customize your RTO approach to reflect these differences.
Ignoring Change Fatigue
Employees are navigating numerous changes in today’s workplace. Communicate the phased nature of RTO and align it with broader goals to prevent overwhelm.
Overlooking Feedback
Listening to employees is critical. Continuously gather input and adjust your strategy to address concerns and improve the experience.
Measuring the Impact of RTO
How do you know if your RTO initiative is working? Use metrics to evaluate its effectiveness:
- Engagement Rates: Track participation in RTO-related programs and activities.
- Employee Feedback: Monitor surveys and discussions to gauge sentiment and identify areas for improvement.
- Productivity Metrics: Assess whether RTO is contributing to faster, better outcomes.
These insights can help you refine your strategy and ensure RTO delivers meaningful results.
Your RTO Plan: A Step Toward Operational Excellence
RTO is not the final destination—it’s a mile marker on the road to operational excellence. By aligning RTO with your EVP, communicating its purpose effectively, and focusing on long-term goals, you can create a transition that benefits both employees and the organization.
When approached strategically, RTO becomes more than just a return to the office—it’s a return to connection, collaboration, and shared success. Go into the initiative knowing that your strategic return to office plan for operational excellence is they key to unlocking productivity, job satisfaction, and a strong culture.
Are you ready to make your RTO initiative a success? Let’s connect to discuss how to align your strategy with your organization’s unique goals and workforce needs.
I think a discussion on site selection and office design should be included when enlisting staff input and for internal decision-making. Ensuring that the neighborhood, building amenities and vibe of the office will make the RTO appealing will go a long way to getting employee engagement.
Great point, Sandy! How would you suggest people create the right amount of inclusion under those circumstances?