Why return-to-office mandates might be a losing strategy

In 2005, while companies were building open-office layouts and vying for talent with foosball tables and in-office baristas, Media Matters Worldwide (now Ars X Machina) decided to go remote. The math was simple: why spend on real estate what could be spent on people? Today, as corporations and the government push return-to-office mandates, a familiar debate has returned to the national stage: What is the purpose of work, and where—and how—should it happen? The new reality of work After the global pandemic redefined what was possible, many employees discovered a truth that can’t be undone: Life is richer when work flexes around it. People found time for their kids’ bedtime routines, morning walks, and just … breathing. Gen Z Career Forum Get practical advice on launching your career and excelling in the industry Register today And yet, the pendulum is swinging back. Companies including Amazon, Disney and even Zoom have brought employees back to the office three or more days a week. Google has even tied in-office attendance to performance reviews, a move that's raised more than a few eyebrows. A Resume Builder survey reports that 90% of companies have implemented some form of RTO policy. For workers who've grown accustomed to freedom, the message is clear: Adapt or go elsewhere. Major ad agencies are locking horns over RTO policies, but talent might not stick around for rigid office mandates. A 2023 survey found that about 47% of workers may consider a new job if their employer ends or reduces flexible work arrangements. In an industry built on creativity, forcing people back to their desks might be a losing strategy. Gallup's 2025 workforce trends report shows that 6 in 10 remote-capable employees prefer hybrid or fully remote options. This is creating a conundrum for businesses: How do you manage a workforce when people—and hiring strategies—are no longer tethered to a physical place? Here’s what employers can do: Hire for passion, not proximity Remote work attracts experienced professionals who value flexibility—but also the work itself. These are people who've done the office thing. And now? They’re not just looking for a better way to balance life and work—they're looking for work that feels meaningful. It's not the perks that drive them; it’s the purpose. Trust is nonnegotiable We know that trust is the backbone of a productive culture. When you hire the right people—those who take pride in their craft and are driven by purpose—you don’t need to micromanage. The freedom to shape their day comes with a shared understanding that results matter. Trust becomes a two-way street, where people are motivated not by surveillance but by their own dedication to excellence. Inclusivity is built, not assumed A fully remote culture opens doors for new parents juggling caregiving, for people with disabilities who deserve an accessible workplace and for talent in rural areas far from urban centers. Here, there’s no corner office, no proximity advantage—just equal footing for everyone. And in that equality, voices that might otherwise go unheard can shape the conversation. No one's voice is drowned out by proximity bias. Culture without borders In a way, the return-to-office push is like trying to un-ring a bell. Once the sound of flexibility has resonated, it’s impossible to pretend it was never heard. It’s hard to see the value in a step backward. Because at its heart, this is about more than work. It’s about time. Time to live. Time to create. Time to just be. That's the gift of remote work. And if the last 20 years have shown us anything, it’s this: When you bet on people, you win. NextGen Marketing Summit Join us for a crash course on Gen Z, DTC marketing and the creator economy Register today

Why return-to-office mandates might be a losing strategy

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