The Return-to-Office Trend: What It Says About Leadership in 2025
The whispers started as office spaces emptied in 2020: “Will we ever go back?” Fast-forward to 2025, and the whispers have turned into mandates. Companies like Disney, Amazon, and Meta have made headlines with their Return-to-Office (RTO) policies, often sparking controversy, labor disputes, and public debates.
The results? Mixed, depending on whom you ask. Reports have surfaced of increased turnover, drops in morale, and even outright employee protests. On the flip side, some leaders claim RTO policies are boosting collaboration and innovation. But here’s the hard truth: The success (or failure) of RTO isn’t about the policy—it’s about the leadership behind it.
People Rise (or Fall) to Leadership’s Expectations
Here’s the deal:
Treat your employees like the smart, creative, and capable adults they are, and they’ll rise to meet that expectation.
Show them distrust—whether through words or actions—and they’ll mirror that mistrust right back to you.
RTO mandates are more than logistics. They’re a statement of leadership’s values and priorities. The tone of these policies is what matters most: Are they rooted in respect and collaboration, or control and distrust?
The Right Balance for RTO
I’m not advocating for fully remote work—some roles simply require an in-office presence. Hybrid, however, can work brilliantly when it’s intentional and balanced. The key is designing work environments that amplify strengths, not enforce conformity.
To get RTO right, leaders must focus on:
Incentivizing Outstanding Performance
Recognize and reward contributions, whether they happen in the office or from a home workspace. Performance should be the beacon, not proximity.Motivating Real, Authentic Communication
Build systems and rituals that foster meaningful dialogue—both in-person and virtually. A strong workplace thrives on transparency, not micromanagement.Fostering a Culture of Respect
Employees are your #1 customers. Without them, your business doesn’t exist. Respect their perspectives, needs, and contributions. When people feel valued, their engagement soars, and your secondary customers—the ones your business serves—reap the benefits.
Current RTO Trends Among Major Companies
As of January 2025, major organizations are taking varying approaches to RTO:
Amazon mandates a full-time return to the office, requiring employees to be on-site five days a week.
Google, Meta, and Apple require employees in the office at least three days per week.
JPMorgan and Goldman Sachs emphasize full-time in-office attendance, citing collaboration benefits.
PwC (UK) uses location data to ensure compliance with their hybrid policy of three office days per week.
WPP (a large advertising agency, London HQ) mandates four days in-office starting this year.
Despite these mandates, studies reveal stark contrasts: A Flex Index survey found only 3% of tech firms require full-time office presence, while 79% maintain fully flexible policies. On the other hand, 72% of employers globally have issued RTO mandates, according to a study by Unispace.
These statistics highlight the diverse approaches companies are taking towards RTO, reflecting industry-specific needs and corporate cultures.
The Role of Leadership in RTO Success
Great leaders set the tone, and the tone of RTO mandates matters deeply. Leadership is about creating a vision where people feel proud to contribute. It’s about finding that delicate balance: respecting autonomy while fostering collaboration.
Ask yourself:
Are we creating an environment where people want to be, not just where they have to be?
Are we incentivizing excellence and creativity, or compliance and clock-punching?
Final Thought
RTO isn’t a blanket solution. It’s a strategy that requires thoughtful leadership, tailored to your people, your industry, and your goals. The way you treat your employees will always reflect back in how they treat your business.
Let’s raise the bar, lead with respect, and show what it truly means to rise to the occasion.
