Not Where You Work - How You Work: The Next Chapter of RTO

Over the past two months, we’ve explored how the Return-to-Office (RTO) movement has evolved - from the sweeping policy changes of recent years to the thoughtful, flexible strategies some organizations are now pursuing. As we look to the future, one thing is clear: RTO should no longer just be a matter of where we work, but how we work - and how we build meaningful, effective, and inclusive workplace experiences.

The goal? To design workplaces and RTO policies that empower teams to thrive.

As economic pressures, employee expectations, and technological advancements continue to reshape work, three major themes are emerging that will define the next chapter of RTO:

• Flexibility as a Strategic Advantage - Flexibility is no longer viewed as just a “perk,” according to McKinsey’s 2025 report, organizations that offer flexible work models are 29% more likely to attract top talent compared to those with full-time, in-office mandates. Flexibility opens the door to a wider, more diverse talent pool and boosts retention by supporting better work-life integration. When grounded in clear expectations and measurable outcomes, flexible models can be a powerful lever for both performance and engagement.

• The Office’s Evolving Role - The idea of “the office” has evolved to be a space for connection, creativity, and culture. A 2024 CBRE workplace survey found that 73% of employees view the office as most valuable for social interaction and collaboration, which means creating environments that support brainstorming and innovation, mentorship and career growth, and informal connection and camaraderie. Organizations that invest in functional, collaborative spaces will be better positioned to make hybrid work work.

• Data-Driven Workforce Design - With access to badge data, productivity analytics, and digital collaboration tools, leaders have more insight than ever into how their teams work and where they need support. When used for planning (not policing), data can optimize hybrid schedules based on real behavior and team needs, identify training and engagement gaps, and predict and prevent employee turnover risk. This data-driven approach allows for smarter, more agile workplace strategies tailored to specific teams’ needs.

Through all of this, what will ultimately define RTO success for an organization? That’s an answer that only an organization can answer for themselves, but it seems RTO success can’t be measured solely by attendance. Organizations that focus their RTO policies and workplaces around engagement, wellness, and belonging are likely to see the most success in bringing their employees back to the office. In fact, McKinsey research shows that when employees feel they belong, productivity rises by 56% and turnover risk drops by 50%.

As we close this three-part series, the message is clear: the future of RTO isn’t about remote vs. office - it’s about reimagining how we create meaningful, effective workplaces that work for everyone.

If you’re navigating your own RTO challenges, SymphonicHCM is here to help. Let’s build the future of work together.