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It has been nearly five years since the outset of the COVID-19 pandemic upended previous ways of living and working. Yet, for HR, talent, and executive leaders, defining workplace models that meet business needs and also attract and retain top talent is as high a priority now as ever.
This work requires companies to continuously evaluate their goals and values while staying attuned to employee preferences and broader market trends. Given these shifting priorities, it’s easy to see why the conversation around returning to the office remains unsettled; solutions vary not only between companies but also within organizations as needs evolve over time.
In this blog, we aim to help tech company leaders navigate their own working practices by exploring return-to-work trends we are seeing in the industry and in our Connery Consulting client base. We’ll also share practical people strategies our clients use to enhance whichever work model they choose.
In this year’s KPMG CEO Outlook survey, 46% of CEOs from Fortune 500 companies indicated that they envision hybrid work as the future—up from 34% in 2023. This aligns with candidate desires, as WFH Research has tracked a strong preference for hybrid work models developing in the years since 2020.
We’ve seen this mirrored among our candidate and client base at Connery Consulting, where 44% of our technology clients utilize a hybrid working model. Of these hybrid clients, the most popular schedules are three days in the office per week (43%) and two days in the office per week (21%). Interestingly, these statistics hold true among our tech clients of all sizes—from 10 to 10,000+ employees.
Many recent reports have highlighted the significant impact of return-to-office (RTO) mandates on employee retention, and diversity, equity, and inclusion efforts. In one survey, 80% of employers reported losing talent due to RTO mandates, and additional recent research has shown that these policies can disproportionately impact women and people of color.
Despite these statistics reflecting a broader preference for flexible, hybrid work, KPMG reports that 65% of CEOs in the technology sector would prefer a full-time return to the office. To bridge this gap, companies are exploring various strategies to balance organizational goals with employee preferences, ranging from broad mandates to more focused, incremental adjustments.
Amazon recently made waves with its announcement that, starting in January 2025, employees will be required to work from their team’s office full-time, moving away from the current three-day hybrid model. While the company’s leadership emphasized that in-person collaboration will strengthen innovation, culture, and learning, the announcement has faced resistance from team members who feel unprepared or unsupported in making the transition.
Roblox provides another example of a recent, hybrid return-to-office mandate for previously remote employees, emphasizing culture and inclusivity in their approach. To support these goals, they offered relocation assistance to employees willing to move closer to their offices, severance packages for those who chose to leave, and a generous timeline to allow employees to decide.
Understandably, regardless of what strategy a company adopts, return to office policies often spark mixed responses. Whether or not this type of return aligns with your organization’s goals, these announcements—and the conversations they’ve sparked—offer valuable lessons for companies deciding how to roll out their own return-to-work strategies:
- Align RTO Strategies with Company Culture and Goals: Both Amazon and Roblox tied their decisions to specific cultural and operational goals, such as fostering innovation and collaboration. Similarly, when crafting your RTO policy, ensure it aligns with your company’s unique values and objectives. Communicating the "why" behind your approach—particularly if tied to measurable outcomes—can help foster understanding and buy-in from employees.
- Consider Employee Needs and Offer Support During Transitions: Changes to work arrangements significantly impact employees’ personal lives, from childcare logistics to commute times. Companies should not only provide sufficient notice to help employees plan and adapt but also offer resources or accommodations to ease the transition and demonstrate empathy for their needs.
- Pilot Strategies with Specific Teams or Locations: Testing new RTO policies with a small group before company-wide implementation can surface challenges, provide opportunities for adjustment, and gather feedback. For example, Salesforce has taken this approach, piloting a full-time return with select teams to better understand the impacts before rolling out broader changes.
By taking a thoughtful and collaborative approach, companies can adapt their workplace models in a way that aligns with their values, supports their employees, and meets their business needs.
Even if you’re not planning to change the fundamentals of your current return-to-work structure, there are numerous ways to make hybrid and remote work models more effective. Hybrid work is likely here to stay, but ensuring productivity and cohesion requires deliberate strategy.
As people leaders, the goal should be to create work environments where employees actively choose to engage and perform. Taking a thoughtful, tailored approach can help retain top performers and meet the needs of employee groups who may thrive in more flexible setups.
Here are some practical ways we’ve seen our clients at Connery Consulting optimize hybrid and remote work:
- Define Your Objectives First: Before adjusting work policies, clarify what you’re trying to achieve, whether it’s fostering collaboration, improving culture, or addressing performance. Consider whether refining other processes or programs might achieve these goals with less disruption.
- Encourage Employee Feedback for Continuous Improvement: Use regular surveys or listening sessions to gauge employee satisfaction and identify areas where hybrid work policies can improve. Feedback loops help you understand evolving needs and make adjustments to support productivity and engagement.
- Foster Connections Through Planned In-Person Events: Fully remote companies often benefit from periodic team offsites or gatherings to boost collaboration and innovation. Structured opportunities for face-to-face interactions can build team cohesion and spark creativity that may not surface in virtual settings.
- Clearly Define Collaboration Expectations: Clarify how and when employees should engage in synchronous and asynchronous work. This clarity empowers team members to coordinate effectively, ensuring that hybrid work doesn’t lead to communication gaps or misaligned workflows.
- Build Checkpoints to Review and Adjust Your Strategy: Setting up regular assessment points—whether quarterly or semi-annually—allows your people and leadership teams to track the effectiveness of your current model, noting where adjustments can support both employee satisfaction and business outcomes.
- Keep an Eye on Market Trends to Stay Competitive: Remaining aware of industry trends in hybrid work models helps you refine your policies to stay aligned with best practices and attract talent in a competitive market.
At Connery Consulting, we’ve seen how thoughtful work policies can drive both employee satisfaction and business success. Whether you’re refining a hybrid model, transitioning back to the office, or maintaining remote flexibility, our team offers practical solutions grounded in industry insights and experience that can help you meet your business goals.
Connect with us to learn more about what we can do for you!
