Did you hear the sound of the internet breaking when Amazon announced that all corporate employees are expected to return to the office five days a week starting in January 2025? While that news grabbed headlines nationwide, corporate players like JPMorgan, Goldman Sachs, Fidelity Investments, and Dell have been rolling out new (and sometimes controversial) requirements of their own.
Beyond these and other large-scale U.S. employers that have already begun enforcing return to workspaces full-time, recent surveys indicate a steady shift toward an increased return to office, with expectations that nearly 70% will have formal policies in place by 2025. A survey by KPMG of CEOs globally revealed that a majority (83%) predict companies will require full RTO in the next three years.
As we close in on the five-year mark since the COVID-19 pandemic upended office culture, the next major shift is upon us, as return to office trends clearly demonstrate. Your organization may be considering its own policy change regarding remote or hybrid work, and now is the time to begin focusing on the logistics of bringing people back to a more robust in-office schedule.
Rightsizing and growth for RTO
There are many factors to consider when ramping up return to office requirements. For organizations seeking to align their workplaces with both business goals and cultural objectives, the latest CBRE Global Workplace & Occupancy Insights report reveals that the top goal is to create effective workplaces that satisfy the needs of both employers and employees. The report’s key takeaways emphasize essential guidance for corporate planners and facility managers, including:
- Evaluating effectiveness versus efficiency: The workplace experience has emerged as a critical factor is real estate success. According to CBRE, employee satisfaction has risen 75% in client rankings this year. Businesses must turn their focus to creating productive and flexible environments that strike a balance between employer needs and employee preferences.
- Strategic hybrid programs: Adoption of hybrid models has increased by 30% over the past four years, reaching a record 92% of employers surveyed using them in 2024. The key factors to consider when implementing change are leadership expectations vs. employee behavior, mandates vs. incentives, and the impact of RTO policies on talent retention.
- The importance of technology and AI: Compelling technology has a significant impact on hybrid work and has the ability to improve the workplace experience in myriad ways. CBRE finds a notable increase in data that demonstrates how vital effective technology is to fostering and maintaining productive environments.
The role of physical spaces must not be underestimated, particularly in how they complement effectiveness. Though some employers worked to shrink their office footprints during the early years of remote policies, many are now focusing on rightsizing for their current needs. Another recent CBRE survey reflects a waning of the post-pandemic focus on space reduction, with more employers concentrating on growth as they begin to make progress on getting people back to the office.
As noted, strategic hybrid programs are popular and in wide use, offering a structured approach that combines the flexibility of remote work with increased office presence. The goal is to balance productivity with employee preferences to ease the return to office transition and maintain efficiency. The key is resilience and an openness to change. Some factors to consider include:
- Office space optimization: An important first step is reconfiguring office layouts to promote productivity and comfort. Facility managers might consider balancing open collaboration spaces with “focus zones” to reduce noise and distractions, especially as employees cite noise and lack of private spaces for concentrated work as barriers to in-office productivity.
- Resource planning: Providing easy access to shared resources is essential. Implement technology solutions for desk and meeting room booking, and craft adaptable workspaces to improve daily workflows. Investing in better desks and well-appointed break rooms can help ease the resistance to leaving a home office.
- Employee wellness and work-life balance: Recognizing that employees continue to value remote work’s flexibility and reduced stress is critical. Consider the best ways to address your teams’ concerns, whether through flexible attendance or scheduling models based on departmental needs and individual roles; incentives such as commuter benefits, childcare assistance, and catered meals; or wellness spaces such as quiet rooms, relaxation spaces, or fitness areas.
Few organizations are going back to business as usual, and the critical difference is taking a comprehensive approach to crafting flexible and satisfying work environments that support employees’ diverse needs.
The effect of back-to-office orders
While corporate managers—steadfast in their belief that face-to-face interactions foster creativity, enhance collaboration, and strengthen company culture—are demonstrating vivid interest in bringing staffers back to the office, there is understandable resistance. Compliance has been spotty, at best, and one recent survey reflected that 57% of workers prioritize flexibility when choosing employers, and nearly 60% are willing to switch jobs if remote opportunities are unavailable.
As with the facility considerations outlined above, the road to change should be lined with flexibility and forethought. Organizations navigating return to office should strive to make the workplace as inviting as possible to improve compliance and offer a winning value proposition for employees. Whatever approach your management team decides to take, clear communication is paramount. Transparency regarding attendance expectations can make all the difference in facilitating a smooth transition and ongoing success.