The pandemic fundamentally transformed our understanding of the workplace, making remote work not only feasible but effective for many tech professionals and leading to a rise in digital nomad lifestyles. Before tech giants announcing their new policies for 2025, which require employees to be in the office five days a week, a change in the workplace had already been a topic of discussion in many smaller tech companies' boardrooms. Return-to-office (RTO) has now become a significant shift reflecting broader trends in the tech industry, where companies are exploring various models to adapt to employee preferences and optimise productivity.
The evolution of workplace: Are employees happy about it?
We’ve seen an increase in structured return-to-office policies among major tech firms, such as Google and Facebook mandating RTO on certain days. Additionally, some organisations are adopting ‘flexible core’ models, which require employees to be present on designated days or weeks only.
Nicoll Curtin’s Head of UK, Ireland and USA, Sam Burks points out that some companies have even adopted stricter policies than pre-Covid. Their reasoning is that working from home can stifle creativity and efficiency, and stricter policies are often needed to prevent any nuances in what employees can and cannot do when working remotely. However not all employees are happy with these changes. There have been public displays of disagreement and cases of with open letters being written. Sam Burks says that such a policy could become a disadvantage when attracting and retaining staff.
“From a recruitment perspective, an RTO policy that mandates more office time than competitors immediately limits the candidate pool. Additionally, existing employees may be negatively impacted and consider leaving. No one ever left a company because of too much flexibility!”
“There are some very genuine reasons why individuals may need to work from home, such as returning from parental leave, high commuting costs, or health and disability reasons. Each candidate is different which is why flexibility is key and the topic is so nuanced.”
Embracing individuality with flexible policies
For employees, more office days brings both opportunities and challenges.
Many employees have enjoyed the autonomy that remote work offers, so making a sudden shift back to the office may feel restrictive. Whereas, on-site time can enhance collaboration and team cohesion, as it fosters spontaneous discussions and helps build stronger relationships. In this context, hybrid work is emerging as a favoured model among tech companies, allowing for a mix of remote and on-site arrangements that cater to employee expectations more flexibly.
According to Gallup’s survey, approximately 40% of US remote-capable employees have shifted from working entirely on-site to either a hybrid or exclusively remote work arrangement between 2019 and 2023. A well-structured hybrid work policy not only addresses employee preferences but also positions companies as attractive employers in a competitive market. Additionally, hybrid work can serve as a gradual transition for employees going back to the office, helping to mitigate potential anxiety, or other employee challenges.
How tech companies can adapt
Organisations transitioning back to the office should implement well-considered RTO policies that clearly communicate the benefits to employees.
Sam Burks highlights, in-person work can accelerate onboarding, enhance training, foster stronger team bonds, and boost efficiency, creativity, and overall company culture.
“Communicating the benefits of RTO will be crucial for both recruitment and retention. Some employees, especially junior staff and their managers, may prefer more frequent in-office work for learning and mentorship. On the other hand, individual contributors may require less in-person time. Certain roles may necessitate more frequent office presence due to their specific nature.”
Here are some actions tech companies can take to ease this transition and create an environment that supports both productivity and morale:
- Communicate clearly: Policies outlining the reasons for on-site requirements and what employees can expect will help manage expectations and build trust, allowing employees to understand the rationale behind these decisions and how they align with the company's goals. Sam Burks adds “Strict RTO mandates should be justified by tangible benefits. Employees are unlikely to be motivated to return to an empty office for work that can be equally or more effectively done remotely."
- Gather feedback: Create opportunities for employees to share their thoughts and concerns about returning to the office. By actively soliciting feedback through surveys, focus groups, or informal check-ins, organisations can gain insights that help shape policies to better fit employee needs. This inclusive approach can boost morale and engagement, making employees feel valued and heard.
- Enhance technology: Invest in collaboration tools that support both on-site and remote workers, making it easy for teams to connect and communicate effectively. This could include video conferencing software, project management tools, and instant messaging platforms that facilitate seamless interactions, ensuring that no one feels isolated regardless of their work location. This is particularly important for companies transitioning from hybrid work models to on-site work, as it can help maintain the benefits of remote collaboration while easing employees back into the office environment.
- Support wellbeing: Implement programmes that promote mental health and wellbeing, providing resources to help employees navigate the transition back to the office. This may involve offering workshops on stress management, access to counselling services, or flexible work arrangements that allow for a gradual adjustment period. By prioritising employee wellbeing, companies can foster a supportive environment that encourages resilience and productivity during this transitional phase.
As the tech industry continues to evolve, hybrid work appears to be the future. As Sam Burks suggests, hybrid work is likely to persist due to offering the best of both worlds: the flexibility of remote work and the collaboration benefits of in-person interactions.
“Some tasks are better suited for remote work, while others benefit from in-person collaboration. The optimal approach should consider seniority, role, personal circumstances, and company culture. Generally, we recommend that employers prioritise flexibility and performance over rigid office hours.”
By finding the right balance between these two approaches, companies can create engaging and efficient work environments that attract and retain top talent.
At Nicoll Curtin, we specialise in connecting top tech talent with businesses navigating the return-to-office trends. Our industry expertise and global network can help you attract and retain the talent necessary for thriving in this evolving landscape. Let’s work together to build a workplace that embraces innovation and collaboration.
