Beyond the RTO Debate: The Workplace Strategy That Drives Engagement & Retention

The Return-to-Office vs. Hybrid Work dilemma

After discussing the future of workplaces with organisations across APAC and beyond, one thing is clear: deciding between returning to the office and hybrid work is more complicated than it seems.

Some leaders believe that in-office work boosts culture and productivity, while others embrace hybrid models that prioritise flexibility. But what really works? 

I’ve seen that strict, one-size-fits-all rules often cause unexpected problems.

Organisations implementing strict RTO mandates have encountered employee pushback, disengagement, and higher turnover. Implementing hybrid work without a well-planned strategy could create disconnected teams. This make it hard to maintain a strong company culture. 

The real challenge is not just deciding between hybrid and in-office work. It is also about creating workspaces that employees find valuable, productive, and engaging.

So, how can we get this right? The answer lies in understanding employee expectations, making data-driven workplace decisions, and using technology to support a well-defined strategy.

This article explores:

Why employees resist RTO and what they actually want from the workplace 

Lessons from organisations implementing strict RTO policies

A strategic framework to help organisations evaluate their workplace approach

How workplace technology can support, not dictate, your return-to-office strategy

Why Employees Push Back on RTO—and What They Actually Want

I’ve heard leaders assume that employees resist returning to the office simply because they’ve grown comfortable working from home. But the real reasons run much deeper. Employees resist RTO when they don’t see a clear benefit—especially if working in the office feels the same as working from home.

A 2024 PwC Workforce Radar Report found that 74% of employees say flexible work options are key to their job satisfaction. Meanwhile, a Forbes article (Mar 2025) highlights that strict return-to-office policies have caused more employees to leave. Many workers are choosing companies that offer better hybrid work options.

Employees aren’t against coming into the office but want their time there to be worthwhile. Many workers miss face-to-face collaboration, networking opportunities, and the energy of an office environment. However, they also don’t want to waste hours commuting to take online meetings from a desk.

The companies I’ve seen succeed in balancing RTO and hybrid work are rethinking the workplace experience. Instead of enforcing rigid mandates, they focus on making the office a place for efficient work. Somewhere that offers better collaboration spaces, access to the right tools, and the flexibility employees value.

The future of work is about giving people the right support so they can do their best work, no matter where they are. Employees thrive with a seamless, engaging experience that supports collaboration and autonomy. Whether someone is logging in from home or joining an in-person meeting, the key is ensuring they have the right resources and environment to be productive. A clear plan, supported by easy-to-use technology, helps organisations find the right balance.

Lessons from Implementing Strict RTO Policies

Many organisations have attempted to enforce return-to-office (RTO) policies. However, the results have been mixed. A quick search of recent news articles will show. These examples demonstrate how strict RTO rules can cause problems when employees are not involved in the planning.

One common issue is that employees may perceive strict RTO policies as punitive rather than beneficial. If returning to the office does not add clear value to their work experience, they may seek employment elsewhere or lose interest. Furthermore, policies that lack flexibility can lead to increased resistance, workplace dissatisfaction, and even higher attrition rates.

Communication is another critical factor. Employees need a clear explanation of why an RTO policy is in place and how it supports business goals. Without this clarity, organisations risk losing trust and facing internal opposition. Poor planning around office space, meeting rooms, and collaboration needs can also cause problems and reduce the benefits of RTO.

Organisations must carefully plan and communicate their RTO strategy to align with employee expectations and business objectives. 

The Value of Workplace Experience

A positive employee experience is key to engagement, productivity, and retention. In a hybrid workplace, employees need the right tools, spaces, and resources to work efficiently. This is true whether they are in the office or working remotely. When organisations improve the workplace experience, employees feel supported, motivated, and able to do their best work.

Research from Gallup shows that companies investing in employee experience see clear financial benefits. Their ongoing study shows that organisations with strong employee experience outperform competitors with poor employee experience by 23% when measuring profit. This shows how important a good workplace experience is—whether people work in the office or from home.

Making the workday simpler with easy-to-use tools helps reduce stress and lets employees focus on what matters most. When employees can easily access meeting rooms, collaborate seamlessly with remote colleagues, and navigate office resources efficiently, their overall work satisfaction improves.

User-Centric Workspaces Deliver Better Results:

Workplaces that offer mobility, flexibility, and collaboration create a more productive and engaged workforce. 

A good office setup blends teamwork and independent work, allowing structured and spontaneous collaboration.

By improving the workplace experience, organisations can boost engagement, morale, and long-term success. 

A positive workplace experience keeps employees engaged, helps them work efficiently, and makes them feel good. This leads to long-term success.

How to Evaluate Your Workplace Strategy (Before Investing in Technology)

Rather than rushing into an RTO or hybrid policy, organisations should take a strategic approach to ensure they’re making decisions that align with both business goals and employee needs.

Here’s my guide to evaluating and refining your workplace model, based on my experience in guiding organisations through implementing better workplace experiences:

Assess Employee Preferences

Before making any changes, organisations should gather honest employee feedback. Use surveys, quick check-ins, and group discussions to learn what employees need to work well. Do they value in-office collaboration? Would they prefer structured office days? Understanding these preferences is critical.

Define Business Priorities

While employee preferences matter, businesses also have to meet their objectives. Organisations should determine whether they need employees in the office for specific reasons, such as improving team collaboration, optimising real estate, or maintaining security and compliance.

Optimise Office Space & Experience

Many organisations enforce RTO without improving the workplace itself. If employees return to find outdated office setups, insufficient collaboration spaces, or poor technology, they won’t be motivated to stay. Improving workspaces, using booking tools, and better managing office resources can make the transition easier.

Implement the Right Technology

Once a clear workplace strategy is in place, technology can help execute it effectively. A workspace management platform can:

• Streamline desk and meeting room booking, ensuring employees can access resources easily
• Enhance hybrid collaboration with scheduling tools that keep remote and in-office teams connected
• Provide data insights on office usage, allowing organisations to adjust policies based on actual needs

Technology should support your workplace strategy, not dictate it. The best organisations define their goals first and invest in tools that help achieve them.

The Future of Work Isn’t About Location—It’s About Experience

The majority of executives believe hybrid work is the best long-term model, but only if properly structured. Organisations that successfully implement hybrid strategies ensure that employees have the tools, resources, and environments needed to be effective, regardless of where they work.

Instead of focusing just on location, we should focus on the experience. This means ensuring both office and remote staff feel supported and productive. This approach enhances collaboration and strengthens company culture and employee retention.

The real debate isn’t "RTO vs. hybrid"; it’s about creating a workplace that fosters innovation, well-being, and long-term business success.