Workplace flexibility has become a central issue as companies balance return-to-office (RTO) mandates with the growing demand for remote and hybrid work options. While some employers insist on in-person work to foster collaboration, others are embracing flexibility, allowing employees to work remotely or adjust their schedules. This shift in workplace models is reshaping recruitment, turnover, and overall employee satisfaction.
RTO mandates, though rooted in the belief that in-person work enhances productivity, are increasingly seen as a deterrent. Research shows that over half of remote-capable employees would consider leaving their jobs if forced back to the office full-time. Flexibility leads to higher job satisfaction, prompting employees to seek companies that offer remote or hybrid options. As a result, companies with strict RTO mandates are facing higher turnover and longer recruitment cycles.
To attract and retain talent, companies must focus on performance outcomes rather than rigid office hours. To determine a flexible work model, assess the activities and outcomes of each job, allowing performance to dictate the best way, time, and location for work to be completed. Flexibility should be tailored to the nature of the work, with more collaborative roles requiring in-person interaction, while independent tasks can be completed remotely. Investing in both people and technology—not just office space—enables seamless remote collaboration and communication.
The key to sustaining a flexible work model is finding a balance between business objectives and employee choice. Flexibility should be performance-based and adaptable to individual roles. By embracing flexibility, investing in technology, and creating supportive policies, employers can attract and retain top talent in a competitive job market. Flexibility is no longer a perk—it’s a necessity for modern work environments.Contact an aHRrow team member if you need help developing a policy or determining which roles can be performed remotely.