10 Common RTO Mistakes– and how to avoid them

Nichole Day
Dec 2, 2025
3 min read

Updated: Dec 9, 2025

As more organizations move toward a return to the office (RTO), it’s clear that not all transitions are going smoothly. When RTO strategies are poorly executed, they can lead to employee frustration, confusion, and even the loss of valuable talent. Fortunately, many of these challenges are avoidable. By recognizing and addressing these ten common mistakes, employers can support a smoother, more sustainable return.

1. Poor Planning and Communication

Some organizations implement RTO mandates with little notice or strategy, leaving employees scrambling—especially those who’ve made significant life changes during the pandemic, such as relocating or adjusting childcare arrangements. According to the 2025 Employer Census, 4% of companies still lack a formal policy on remote versus in-office expectations. A clearly documented, well-communicated policy—ideally included in the employee handbook—is a critical first step.

2. Overlooking Commuting and Parking Logistics

Logistical concerns such as parking availability or access to public transportation are often neglected. If programs like rideshare support or transit subsidies were paused during the pandemic, now is the time to reinstate them. Employees need reliable, safe, and affordable commuting options to feel confident about returning. For free employer and commuter resources and custom planning assistance, visit commuter.org.

3. Inadequate Office Infrastructure

Many returning employees find the office lacking in basic readiness: too few desks, limited meeting space, or outdated technology. These issues create unnecessary friction and reduce productivity. Before initiating a return, organizations should ensure that both physical and digital workspaces are fully equipped to support staff—just as they were pre-pandemic.

4. Inconsistent Performance Management

According to the same census, 75% of employers don’t track remote performance, and only 45% evaluate in-office productivity—creating gaps in accountability. Implementing a consistent, performance-based management system ensures fairness and clarity, regardless of where work is being done. Training managers on these systems is equally important.

5. Failing to Accommodate Individual Circumstances

RTO policies that overlook individual needs risk alienating valuable team members. Employees with caregiving responsibilities, mobility challenges, or neurodiverse needs may struggle with rigid expectations.

A flexible, inclusive approach demonstrates empathy—and helps retain diverse talent.

6. Lack of Coordination Around Team Schedules

When employees return on varying schedules, collaboration can suffer without clear expectations. Managers should establish consistent team norms around availability, meeting cadence, and communication methods to ensure alignment and avoid misunderstandings.

7. Using RTO to Drive Attrition

Some companies use strict RTO requirements as a passive way to reduce headcount. While this may seem expedient, it often backfires—eroding trust and prompting high performers to leave. If workforce reductions are necessary, transparency and fairness should guide the process—not indirect tactics.

8. Dismissing Flexible Schedule Options

Even when hybrid work isn’t feasible full-time, some flexibility is often possible—and worthwhile. Allowing just one remote day per week can significantly boost morale and productivity. For example, data from Kastle Systems shows Fridays have the lowest in-office attendance, while midweek tends to be busiest. Aligning schedules accordingly can help maximize office efficiency.

9. Unequal Expectations for Leadership

If senior leaders are permitted to work remotely while others are required to be on-site, it creates a sense of unfairness. Leaders should model the expectations they set—or clearly communicate the rationale for any exceptions. Consistency at the top reinforces credibility and trust.

10. Failing to Engage Employees in the Process

Perhaps the most damaging mistake is failing to involve employees in the return-to-office planning process. Without engagement or transparency, organizations risk creating a culture of quiet resistance. Effective RTO policies are built on shared goals, open dialogue, and mutual respect. Listening to employee feedback and adjusting accordingly can turn a top-down directive into a collaborative transition.