Return to Office (RTO) Strategic Thinking

Let's talk RTO mandates.

Much can be written about this topic from the leader and employee perspective. Today, we'll focus on the team member who's been asked to return.

First, a little bit about my experiences with virtual, hybrid, and in-office work.

Late 2019, just before COVID struck, I transitioned to a fully virtual project management role. Regardless of the virus, there would be little to no travel and my days were spent behind screens and on back-to-backs all day. It was an amazing role, and I learned a ton about deal formation and drastically improved my financial acumen.

However, like many of us during this timeframe, I realized I'd go hours without leaving the home office and days or even weeks without leaving my house. Additionally, during this time I had my third child, and I'd frequently find myself knee deep in contracts and proposals while navigating knocks at the door from his two sisters and a sometimes-crying baby in the background.

After two years of this, I needed a change.

During this time, I belonged to an amazing organization who valued growth, development, and cross functional experiences. An opportunity presented itself to transition to our Branch Network and assume General Manager of our two sites in Hartford and Springfield. For me, it was a no brainer. This move would be my first people leader role with the organization, provide more cross functional experience, and get me out of the house. Even with Covid still roaring and a mask/distance policy for those on site, I was all in.

I don't recall the transition being challenging, but it was certainly different. Getting ready in the mornings for virtual work versus in-office is night and day. Also, the commute wasn't too bad since most offices were still fully remote. What stood out the most? The team. I loved my team. I loved the bond we built during those years and how hard we worked for our customers, the organization, and each other. We didn't always agree with everything that was going on, but we looked beyond the memos and company updates and focused on our purpose and who it was we were working for.

Let's fast forward to current state RTO and what I would ask a team member who's been called back to consider.

There's lots being written about the chaos of RTO. I personally enjoyed this recent piece from Gleb Tsipursky, describing the brain drain RTO is causing large organizations (Opportunity! More on that later). I've also personally heard stories from friends who have been asked to return (are there enough desks yet?) Regardless of noise and potential disorganization, never lose site that there are people like you and me who are making the decisions and having to implement them. People you can build relationships with, learn from, and develop under.

Through the noise, I ask you to consider the opportunity at hand.

Since RTO mandates have gone into effect, I've read about protests, letters being signed, low engagement, and team members leaving organizations. This creates a ripe environment for you to stand out. Regardless of what you're seeing and hearing, give it a try with an open mind. Seek the good, keep a positive attitude, be the example you want to see and set the tone. I could go on and on, but I think you get the picture. If you belong to an organization that you value and want to be with, that you support and want to grow with, this is the time to be intentional about your development and presence. I've learned throughout my journey that pendulums swing and when they do, it's fast. Position yourself now for when that door opens and before you know it, you may be the one influencing decisions and how programs are implemented.

On the other hand, if you truly give it a try and it's not for you, the decision to go is yours. Begin searching for alternatives or if you're ready, launch your own Michael Scott Paper Company (we can help with that too).