One Size Doesn’t Fit All: Building a Custom RTO Policy

Last month, we explored Return-to-Office (RTO) trends and found that while many employers favor hybrid work, there’s no universal solution. A successful RTO policy depends on your company’s goals, culture, workforce dynamics, and industry context. Creating a clear and thoughtful policy takes intention - and a flexible, empathetic approach can go a long way in securing employee buy-in.

A “one-size-fits-all” model often falls short. Instead, consider these key factors as you shape a policy that reflects your organization’s unique needs:

• Business Objectives: Why return to the office? Does your policy align with strategic goals - such as fostering collaboration, accelerating innovation, or enhancing client engagement? Clearly articulate the value of in-person work.

• Workforce Preferences & Roles: An open discussion gives employees a chance for their voice to be heard

• Equity & Inclusion: Avoid policies that inadvertently disadvantage certain groups, such as caregivers or employees with disabilities. Offering flexible schedules or hybrid options can promote greater inclusion.

• Office Space & Resources: Ensure your physical workspace supports your objectives. Requiring in-office presence without adequate space or collaboration areas can frustrate employees and undermine your goals.

Once your policy is defined, rolling it out with transparency and care is crucial:

• Share your WHY: It’s important for your team to understand not just what’s changing but why it matters.

• Pilot First: Test the policy with select teams and gather feedback. This allows you to identify blind spots (such as office logistics or equity concerns) before expanding it company-wide.

• Communicate Clearly: Share expectations, rationale, and timelines well in advance. Employees may need time to arrange childcare, transportation, or other logistics disrupted by a shift away from remote work.

• Measure and Adjust: Track performance, engagement, and turnover metrics to assess effectiveness. No plan is perfect from the outset, so build in opportunities to iterate and improve.

Business needs will evolve, so be forthcoming about possible changes with your team. Whether they’re currently in the interview process or have been by your side for 10 years.

Ultimately, the most successful RTO strategies are built on transparency, flexibility, and alignment between business needs and employee well-being. Organizations can foster a more connected, motivated, and resilient workforce by taking a tailored, human-centered approach.

If your team is struggling with RTO, SymphonicHCM is here to help. Reach out today.