With 83% of CEOs anticipating a full return to the office in the next three years, the return-to-office (RTO) movement has become a focal point in 2025. But is a return to the office necessary?

Organizations want a balance between in-person collaboration and the flexibility employees have grown to value. But how can your company implement these changes without sacrificing morale, productivity, or innovation?

This guide dives into the RTO debate, examining the challenges, opportunities, and alternatives shaping the future of work.

Why companies are pushing for RTO?

In 2025, RTO policies that aim to bring employees back to physical office spaces after a period of remote or hybrid work vary widely. Some companies are enforcing strict mandates, while others are exploring flexible or hybrid solutions.

For example, while Amazon mandates in-office attendance for key roles, companies like Dropbox have embraced 'Virtual First' strategies, demonstrating the spectrum of approaches.

The RTO debate is an effort to reclaim the benefits of in-person collaboration, team bonding, and innovation that many organizations feel were diluted during the remote work era.

The push for collaboration and team bonding

In-person work generates immediate and tangible results that can be difficult to achieve in a virtual setting. Brainstorming sessions, impromptu discussions, and informal problem-solving moments are more likely to occur when team members share a physical space, giving office spaces a purpose when it comes to productivity. These interactions often lead to faster decision-making, better project outcomes, and stronger alignment on goals.

A proponent of RTO, Amazon’s CEO Andy Jassy has highlighted that “being in-person is critical for learning, mentoring, and fostering team cohesion.” 

Teams working together in an office setting can solve complex challenges more efficiently, with fewer delays caused by miscommunication or asynchronous workflows.

Collaboration is particularly crucial in fast-paced industries like tech, marketing, and product development, where success often hinges on speed and innovation. While a full return to office spaces isn't necessary, creating opportunities for teams to connect in person can drive real-time progress on key projects and foster a sense of unity around immediate deliverables.

Fostering creativity and strengthening culture

Proponents of RTO argue that regular in-office interactions are critical to fostering cultural alignment and employee loyalty. They emphasize that the office provides a unique environment for reinforcing an organization’s mission, values, and leadership vision—elements that virtual settings often struggle to replicate.

For example, Apple uses its in-office days to focus on collaborative tasks that spark creativity and align employees with its broader purpose. Advocates say these moments go beyond project outcomes by helping employees feel part of something larger, fostering a sense of belonging and shared purpose.

Additionally, in-person time offers leaders opportunities to celebrate innovation, teamwork, and success—key cultural touchpoints reinforcing an organization’s identity and values. Proponents argue that these moments motivate employees to contribute and stay engaged in the long term.

What the data shows

Research highlights both the benefits and challenges of return-to-office (RTO) policies. Studies show that in-person teams are 25% more likely to generate breakthrough ideas than remote teams. Additionally, on-site employees report feeling 20% more engaged in company culture initiatives, which can lead to improved retention rates and morale. These breakthroughs can translate directly into higher revenue and stronger market competitiveness for industries like advertising and product design.

However, not all data paints a positive picture. A 2024 Ars Technica report revealed that rigid RTO mandates led to a pronounced exodus of senior workers at leading tech firms, underscoring the risk of alienating top talent. Many employees cite dissatisfaction with losing the flexibility of remote work, including the ability to balance personal responsibilities and avoid lengthy commutes.

This push demonstrates a key lesson of the post-pandemic era: while flexibility is essential, intentional in-office time can also be critical. Hybrid work emerges as a potential solution, balancing the collaborative advantages of in-person work with the flexibility employees value.

How employees feel about RTO

Employee reactions to return-to-office (RTO) mandates are mixed, highlighting the tension between operational goals and personal preferences. While companies see value in bringing employees back to the office, many workers express concerns about losing the flexibility they gained during remote work.

Dissatisfaction with RTO mandates

A survey conducted by Blind revealed that 91% of Amazon employees are dissatisfied with the company's RTO policy, with a significant number considering resignation if the mandates persist. This level of discontent shows a broader resistance to rigid in-office requirements, particularly among employees who have adapted to remote work.

The sentiment is not unique to Amazon. A FlexJobs survey found that 65% of workers prefer a fully remote or hybrid arrangement, with only 3% wanting to return to the office full-time. Such data reflects a growing expectation for autonomy in choosing where and how to work.

Prioritizing work-life balance

Employees frequently cite work-life balance as a primary reason for resisting mandatory office returns. Long commutes, rigid schedules, and a lack of personal flexibility often clash with the demands of modern lifestyles. Notably, 71% of remote workers report that working remotely helps them balance their work and mental health.

For instance, a working parent can structure their day to attend a mid-morning meeting while being available to pick up their child from school—a level of flexibility traditional RTO policies rarely accommodate.

This benefit extends beyond working parents. Remote work has also proven transformative for individuals with disabilities. According to the Society for Human Resource Management (SHRM), remote opportunities have significantly expanded access to jobs for people with disabilities, removing barriers such as transportation challenges and enabling more inclusive workplaces.

Economic pressures add to dissatisfaction

Economic concerns are a significant factor in resistance to RTO mandates. While remote and hybrid work reduces these burdens, mandatory in-office policies can exacerbate employee financial stress.

These financial burdens are not limited to commuting alone. Childcare costs can also escalate for in-office employees, particularly those who rely on remote work flexibility to manage their schedules.

• Commuting costs: For many employees, commuting expenses add up quickly. Hybrid workers save on fuel, parking fees, and vehicle wear and tear, amounting to thousands of dollars annually. According to the American Automobile Association (AAA), the average cost of vehicle ownership is $12,297 per year, which increases with daily commutes.

A 2023 study by Clever Real Estate further highlights the financial strain of commuting. It found that the average American commuter spends $8,466 annually on transportation-related costs, with some of the most expensive cities, like New York and San Francisco, exceeding $10,000 annually. Additionally, commuters in highly congested areas lose an average of 54 hours annually to traffic delays, adding stress and reducing productivity.

• Childcare expenses: Returning to the office often necessitates additional childcare arrangements, which can significantly strain household budgets. Remote work, by contrast, allows parents to manage childcare responsibilities more flexibly, reducing the need for costly after-school programs or daycare services.

According to a 2024 analysis by the U.S. Department of Labor, childcare costs have risen by 14% over the past five years, with average annual expenses now exceeding $10,000 per child for full-time care. For many families, these costs represent a substantial portion of their household income, making flexible work arrangements a financial necessity.

• Wardrobe costs: Employees who work in the office must maintain a professional wardrobe, an expense many were able to cut during remote work. However, over time, these costs can become a financial burden, particularly for those early in their careers.

By reducing or eliminating these financial pressures, hybrid work offers employees economic relief and greater flexibility to prioritize personal responsibilities and savings. These savings are critical in enhancing job satisfaction and retention, particularly during economic uncertainty.

Generational differences in sentiment

Younger employees, particularly Gen Z and Millennials, are more vocal about their dissatisfaction with traditional RTO policies. They often see these mandates as misaligned with their values and expectations for workplace flexibility.

According to Deloitte's 2024 Gen Z and Millennial Survey, nearly nine in ten respondents say purpose is essential to job satisfaction. They are increasingly likely to turn down roles or employers that fail to reflect their priorities. Additionally, the survey found that a lack of work-life balance is one of the primary reasons these generations reject job offers.

For these generations, flexibility and autonomy are extensions of the work environment. Rigid RTO mandates can be perceived as outdated or overly controlling, contradicting the values of empowerment and trust that many young workers prioritize.

By contrast, hybrid options often align with their desire for a better work-life balance and opportunities to contribute meaningfully without unnecessary restrictions.

This misalignment highlights why companies must consider how RTO work policies are framed and implemented. Policies that demonstrate respect for employees’ autonomy and personal priorities are more likely to resonate with younger workers, reinforcing shared values and purpose within the organization.

The broader trend

These trends point to a critical shift in employee expectations. Workers now see flexible work as an essential component of their professional lives.

Companies that fail to acknowledge these preferences risk higher attrition rates, lower morale, and diminished employee engagement.

Understanding these sentiments can help organizations take a more empathetic approach to work policies, balancing business needs with the demands of their workforce. Hybrid models, which offer flexibility while maintaining in-person collaboration, may be the key to bridging this divide.

The challenges of a full return to office

A full RTO policy presents several significant challenges for organizations and their employees despite its potential benefits.

Employee dissatisfaction

The shift to remote work during the pandemic wasn't just a temporary fix—it became a new way of balancing career and personal life.

Think of an employee who, over the past couple of years, has adapted to a flexible work routine that includes attending virtual meetings, taking midday walks, and being present for family moments that were previously missed due to commuting. The sudden expectation to abandon this balance and return to a rigid office schedule can feel like a step backward.

This shift leads to feelings of frustration and disengagement. Employees may perceive strict return-to-office mandates as a lack of trust or disregard for their well-being. This can erode morale and loyalty, causing team members to seek opportunities elsewhere where flexibility is embraced.

Organizations risk losing top talent in a competitive job market by not acknowledging these concerns.

Underutilized office spaces

Companies investing heavily in real estate may find their spaces significantly underused if employees are reluctant to return.

The financial implications are substantial. Funds allocated to rent, utilities, and maintenance of these spaces could redirect resources from other critical areas, such as technology upgrades or employee development programs.

Dropbox serves as a notable example of adapting to this challenge. They recognized the inefficiency of maintaining large office spaces with low attendance and shifted to a "Virtual First" model. They repurposed existing offices into collaborative spaces called Dropbox Studios, intended for team gatherings rather than daily individual work. This move optimized their real estate costs and aligned better with their employees' preferences for flexibility.

Operational hurdles

The logistics of a full-scale return to the office are far from simple. Organizations face numerous operational challenges that can strain resources, disrupt workflows, and reduce overall productivity.

For example, allocating hardware, desks, and collaboration spaces for every employee requires meticulous planning. Coordinating seating arrangements to ensure that teams have proximity while accounting for fluctuating headcounts can become a logistical nightmare. Facilities like lunchrooms, bathrooms, and phone booths must also accommodate increased demand, leading to potential overcrowding and dissatisfaction.

Additionally, managing meeting room reservations poses another challenge. With everyone back in the office, demand for these spaces increases dramatically, creating scheduling conflicts and inefficiencies.

One of the most complex hurdles involves employees who don’t live in the same city or state as the company’s office. Relocating or accommodating them for in-person attendance can lead to significant costs and disruptions, especially for distributed teams that thrived under remote or hybrid models.

Without careful planning and investment, these challenges can quickly overshadow the benefits of a full return to office, leaving organizations struggling to maintain momentum and employee satisfaction.

Why hybrid beats traditional RTO mandates

At Gable, we believe hybrid work is the strategic future—combining flexibility and collaboration to drive organizational success. Traditional RTO mandates often overlook the changing needs of modern employees, prioritizing control over collaboration and flexibility.

Here's why hybrid work is the future:

• Cost efficiency: 
• Innovation and engagement: 

1. It’s flexible

Rigid mandates dissolve trust, while hybrid models empower your employees to work where and how they are most productive. Hybrid work strikes the perfect balance, offering the collaborative energy of in-person interaction while empowering employees with the flexibility they value. 

By granting employees greater autonomy, hybrid models enhance job satisfaction, boost productivity, and foster a culture centered on employee well-being.

This freedom fosters:

• Higher job satisfaction: Employees can better balance personal and professional responsibilities, reducing burnout and improving mental health.
• Increased productivity: Employees are more effective by working in environments tailored to their tasks—remote for deep focus, and in-office for collaboration.

Hybrid work replaces the rigidity of traditional RTO policies with a more employee-centric approach, aligning workday expectations with modern lifestyles.

2. It’s cost-efficient

The costs associated with maintaining underused office spaces trump the benefits of full-time office mandates.

By downsizing office space, companies significantly reduce overhead. For example, Global Workplace Analytics estimates that companies save $11,000 per year per hybrid worker on average.

3. It promotes innovation and engagement

Forcing in-office attendance stifles creativity and disengages employees. Hybrid work fosters environments where teams can collaborate intentionally, either face-to-face or virtually, driving innovation without burnout.

Hybrid employees report being equally or more productive compared to their fully in-office peers, leveraging the best environments for their tasks. Studies show hybrid work can lower turnover by 35%, as employees feel more supported and valued in a flexible work environment.

"Before using Gable, we were concerned about overspending on coworking and our lack of connection with our geographically dispersed colleagues. Now that we've transitioned to Gable, we're excited to see more global connections.” — Checkr.

Gable’s stance is clear: Hybrid work is not just a reaction to the pandemic—it’s the strategic choice for companies that value flexibility, productivity, and sustainability.

Real-world examples

Dropbox

Dropbox pioneered a "Virtual First" policy, closing its traditional offices and transforming them into Dropbox Studios for periodic team collaboration. This approach:

• Cuts real estate costs by relying on coworking spaces.
• Retains opportunities for in-person bonding and innovation.

HubSpot

HubSpot offers employees three hybrid options:

• @Home: Fully remote work.
• @Office: Full-time in-office.
• @Flex: A combination of the two.

This flexible approach accommodates diverse employee needs while maintaining a culture of trust and accountability.

Toptal

Toptal exemplifies the hybrid model by building a fully remote-first workforce with periodic in-person team-building retreats. This ensures global accessibility to top talent while fostering collaboration and innovation during strategic gatherings.

Future trends: Predictions for workplace policies and tools

Looking ahead to 2025, Gable sees three key trends shaping the return-to-office landscape:

1. Data-driven decision-making

Organizations increasingly rely on workplace analytics to shape policies. Data is pivotal in creating balanced hybrid strategies, from tracking office attendance to analyzing employee preferences.

For instance, Gable HQ tools enable companies to make informed decisions based on insights into real-time usage. Imagine a scenario where a mid-sized tech firm notices a consistent pattern of low Friday attendance through Gable HQ's analytics dashboard. By identifying this trend, the organization can optimize its office schedule, designating Fridays as fully remote workdays. This reduces operating costs—such as utilities and office maintenance—and enhances employee satisfaction by aligning policies with actual preferences and behaviors.

With Gable HQ, organizations can analyze factors such as peak attendance days, space utilization rates, and team collaboration habits, allowing them to tailor their hybrid strategies to meet business needs and employee expectations.

2. Rise of distributed collaboration hubs

The office, as a single centralized location, is giving way to distributed hubs closer to employees’ homes. Flexible, on-demand workspaces are becoming the norm, reducing commute times and supporting team collaboration.

Companies like Dropbox are already leading the charge with “virtual first” strategies supported by regional coworking spaces. Similarly, Gable empowers organizations to establish these distributed hubs seamlessly. By offering access to a network of over 10,000 vetted coworking spaces worldwide, Gable provides employees with convenient, professional environments to work closer to home.

Gable’s intuitive desk booking system further enhances flexibility, allowing employees to reserve on-demand desks and meeting rooms. This ensures teams can collaborate in person when necessary while avoiding the inefficiencies of underutilized office spaces. Additionally, Gable’s real-time data insights help companies monitor workspace usage and optimize resources, ensuring distributed hubs meet both team and business needs.

With Gable’s support, organizations can implement distributed collaboration hubs that reduce commute times, increase flexibility, and maintain team connectivity—critical factors in the future of work.

3. AI-powered workspace optimization

Organizations are turning to artificial intelligence to create smarter, more efficient workspaces as hybrid work evolves. AI-powered tools analyze employee behavior patterns, workspace utilization, and collaboration trends, providing actionable insights for optimizing office layouts and resource allocation.

Gable HQ leads this arena by offering AI-driven analytics to help organizations make data-informed decisions. For example, Gable’s platform can identify underutilized areas in an office and recommend reconfigurations, such as converting unused desks into collaboration zones or quiet work areas. It can also predict peak attendance days, enabling companies to adjust schedules or allocate resources more effectively.

Additionally, Gable assists in balancing team schedules by highlighting patterns in employee preferences, ensuring the right mix of in-person and remote days for maximum collaboration. The platform adapts to changing team dynamics by continuously analyzing data, keeping office spaces optimized for productivity and employee satisfaction.

With solutions like Gable HQ, businesses can stay ahead of workplace trends, ensuring their offices are functional and aligned with the needs of a modern hybrid workforce.

How Gable HQ supports the modern workplace

In the evolving landscape of hybrid work and RTO policies, Gable HQ stands out as a transformative all-in-one tool for organizations seeking to optimize office space, streamline operations, and adapt to employee preferences.

Here’s how Gable HQ empowers businesses to create smarter, more flexible work environments:

Space optimization

Managing office space effectively is a critical challenge for hybrid work environments, and Gable HQ provides the insights needed to address it. By leveraging real-time data on workspace usage, Gable HQ helps you make informed decisions about office layouts and resource allocation.

For example, Gable HQ tracks attendance patterns and space usage, allowing you to identify underused areas and reconfigure them for better efficiency.

• Customer success story: Checkr, a leading background check company, reported a 51% reduction in workspace costs after implementing Gable HQ. The platform enabled them to transition to a hybrid model while minimizing wasted space and unnecessary overhead.

Desk and room scheduling

Coordination can be a logistical headache in hybrid workplaces, but Gable HQ’s desk and room scheduling tools simplify the process, fostering collaboration and productivity.

• Seamless booking: Team members can easily reserve desks and meeting rooms through a user-friendly interface, ensuring that resources are used effectively without conflicts.
• Enhanced collaboration: By enabling your employees to coordinate their in-office days, Gable HQ ensures that teams can gather for brainstorming sessions or project discussions when it matters most.

“Gable has made our remote teams feel more connected to each other and helped us better understand and drive engagement with our leased offices. They’ve been a fantastic choice for us and a great all-in-one tool.” — Quizlet

Adapting to employee preferences

Unlike generic scheduling platforms, Gable HQ offers tailored solutions that prioritize both employee preferences and organizational goals.

• Localized workspaces: Gable HQ supports a distributed workforce by offering access to over 10,000 vetted coworking spaces. This reduces commuting stress and enhances overall work-life balance.
• Tailored experiences: The platform’s customizable features allow your employees to personalize their workdays, selecting spaces that suit their tasks—whether they need a quiet zone for focus work or a collaborative space for team meetings.
• Improved engagement: Gable HQ fosters a workplace culture of trust and autonomy by prioritizing employee preferences, resulting in higher engagement and satisfaction.

By optimizing office spaces, simplifying scheduling, and catering to employee needs, Gable HQ transforms the workplace into a hub of collaboration and productivity—precisely what organizations need to thrive in the hybrid era.

How your company can embrace hybrid work today

Transitioning to hybrid work doesn’t have to be daunting. Here’s a step-by-step approach to get started:

1. Engage your workforce: Start with a quarterly pulse survey focused on preferred workdays, commuting challenges, and desired office amenities. Follow up with focus groups to clarify feedback and identify actionable themes.
2. Reimagine your office space: Shift from static desk setups to dynamic, flexible layouts. Include collaborative zones, quiet spaces, and technology-enabled meeting rooms to support diverse work styles.
3. Leverage technology: Adopt tools like Gable HQ to streamline desk booking, manage team schedules, and gain insights into workspace usage. Gable HQ enables seamless desk booking through its intuitive interface, while its data-driven insights help optimize workspace allocation by identifying underused areas and peak attendance times.
4. Upskill your leaders: Train managers to lead hybrid teams effectively. Focus on building trust, setting clear expectations, and fostering an inclusive culture for remote and in-office employees.
5. Pilot and iterate: Start small by piloting hybrid strategies with a single team or department. Gather feedback, analyze results, and refine your approach before rolling it out company-wide.

By prioritizing flexibility, leveraging data, and adopting innovative tools, you can build a hybrid work model that benefits employees and the organization. Gable is committed to helping businesses navigate this transformation seamlessly.

Flexibility is the key to workplace success

The need for a balanced approach has never been clearer. The popular return-to-office model, while offering opportunities for collaboration and culture-building, often falls short of meeting the expectations of today’s workforce.

Employees value flexibility, autonomy, and purpose—and organizations that embrace these priorities are better positioned to attract top talent, foster innovation, and achieve long-term success.

Hybrid work is the bridge between the past and the future of work. It enables companies to harness the benefits of in-person collaboration while empowering employees to work where and how they’re most effective. With the right tools and strategies, businesses can turn hybrid work into a competitive advantage.

Make hybrid work a breeze with Gable HQ and see how it can transform your workplace strategy today.