RTO Report Card: 7 Failed It, 7 Nailed It

Return-to-office (RTO) policies (also called back-to-office mandates or workplace return strategies) have become a defining challenge for organizations in 2025. This analysis evaluates 14 major companies across four criteria: Policy Design, Execution & Communication, Tech Enablement, and Employee Experience & ROI.

Industry research from 2024 shows the stakes are high: 42% of companies experienced higher-than-expected attrition after RTO mandates, and 41% of workers say they would consider leaving if forced to return full-time. The companies that succeed treat the office as a magnet rather than a mandate, using flexibility and technology to make in-person time valuable.

Company RTO Policy Comparison Table

RTO Impact Statistics (2024-2025)

Companies That Failed RTO (Grades D to C)

JPMorgan Chase – Grade: D

JPMorgan Chase implemented a five-day-per-week full return-to-office mandate effective March 2025. The policy applied uniformly across all roles without flexibility for individual circumstances or job functions.

The mandate triggered significant employee backlash. Nearly 2,000 employees signed a protest petition launched February 10, 2025 (per HR Grapevine). CEO Jamie Dimon responded to the petition stating "I don't care how many people sign that F***ing petition" (Reuters, February 2025). The company achieved $58.5 billion in net income for FY2024 under previous hybrid arrangements, raising questions about the business case for the change.

Key failures included a one-size-fits-all approach, disabling the internal comment system after backlash, and leadership publicly dismissing employee concerns. No standout workplace management tools were introduced to support the transition.

Dell – Grade: D

Dell's RTO policy evolved through multiple phases. In February 2024, the company required 39 days per quarter in-office and declared remote workers ineligible for promotions. On May 13, 2024, Dell began tracking badge swipes for compliance. By January 2025, all employees were ordered back five days per week starting March 2025.

Nearly 50% of employees chose to remain remote despite promotion restrictions. This decision indicates workers valued flexibility over career advancement within the company. The policy represented a complete reversal from previous remote-work support, implemented with limited notice.

Dell's promotion ban for remote workers created a two-tier workforce. The badge tracking system signaled distrust. Combined with limited transition support, these factors contributed to declined morale, satisfaction drops, and increased attrition.

Amazon – Grade: D+

Amazon mandated five-day-per-week in-office attendance for corporate employees in 2024-2025. The implementation suffered from insufficient desk space planning, creating overcrowded offices where employees arrived but couldn't find workstations.

A Blind survey found 91% of Amazon employees were dissatisfied with the RTO mandate. Protests and walkouts followed. The space and desk booking logistics failed during execution, undermining the collaboration benefits that supposedly justified the mandate.

Amazon's experience demonstrates how infrastructure unpreparedness can defeat even well-intentioned policies. Employees forced to commute to offices without adequate workspace face friction that reduces rather than enhances productivity.

Walmart – Grade: C-

Walmart required employee relocation to corporate hubs in Bentonville, Arkansas; San Bruno, California; or Hoboken, New Jersey. Non-relocating employees faced job losses.

The abrupt policy change provided limited transitional support for relocating employees. Many workers perceived the mandate as bait-and-switch, particularly those hired under remote arrangements. Significant attrition followed as experienced employees chose competitors offering flexibility over uprooting their lives.

WPP – Grade: C-

WPP announced a four-day-per-week in-office requirement effective April 2025, increasing from the previous three-day expectation. The mandate affects 111,000 employees globally.

Employee response was swift and substantial. A petition exceeded 20,000 signatories, approaching 10,000 within just four days of announcement (per PR Week, February 2025). The company's stock slumped 15-18% in February 2025, though partly attributed to lower-than-expected full-year revenue. WPP revenues fell nearly 1% to £14.74 billion in 2024 (Fortune Europe).

The top-down rollout with little employee input amplified negative reception. Announcing stricter mandates during revenue decline demonstrated poor timing that connected workforce sentiment to business metrics.

Starbucks – Grade: C-

Starbucks implemented a four-day-per-week in-office requirement effective September 2025 with standardized attendance tracking enforcement. This represents the company's fourth mandate in two years.

Frequent policy changes create uncertainty that erodes trust. Neither fully remote nor fully in-office employees can plan around constantly shifting expectations. The standardized tracking signals distrust of employee judgment.

Goldman Sachs – Grade: C

Goldman Sachs maintains a five-day-per-week in-office requirement, held consistently since 2021. The rigid approach makes no accommodation for role-based differences or individual circumstances.

Some top talent departures have been attributed to lack of flexibility compared to competitors. While the firm's traditional culture prioritizes presence, this positioning creates talent acquisition disadvantages against banks like Citigroup that offer hybrid options.

Companies That Succeeded at RTO (Grades B to A)

Citigroup – Grade: B

Citigroup offers a hybrid model allowing up to two remote days per week for eligible roles. This strategic flexibility positions the bank competitively for talent acquisition against peers requiring full-time office presence.

The policy makes Citigroup more forward-thinking than JPMorgan Chase and Goldman Sachs in the banking sector. Limitations include inconsistent departmental implementation that creates internal friction, preventing a higher grade.

Vermeer Corporation – Grade: B+

Vermeer Corporation implemented a flexible approach with three role-based classifications: Onsite, Hybrid, and Remote. The policy includes unique features like onsite childcare for shift workers, addressing practical barriers to office attendance.

The research-based policy development and design for inclusion across job functions contributed to boosted retention and improved work-life balance support. Practical support systems demonstrate commitment beyond policy statements.

Cisco – Grade: A-

Cisco adopted a hybrid-first approach with team-based flexibility determined at the departmental level. Data-driven workspace optimization using analytics guides space allocation decisions.

Technology integration includes Cisco's networking, video conferencing, and analytics platforms plus space reservations and meeting room scheduling tools. This infrastructure-led strategy makes office time valuable rather than just mandatory.

Cisco stated, "If leaders get hybrid work right, RTO doesn't have to mean draconian policies" or "uninspiring spaces." This perspective reflects investment in making hybrid work functional rather than forcing attendance without purpose.

Dropbox – Grade: A-

Dropbox implemented "Virtual First" with 90% remote work and 10% intentional in-person gatherings called "Anchor Weeks." Remote serves as the primary experience for daily work, while offices were converted to collaborative studios for team gatherings.

Measured outcomes from Dropbox's Virtual First 2024 report show employee success rates improved from 48% to 88%. Employee satisfaction reached the highest levels in company history. 98% of employees said Anchor Weeks strengthened team connections.

Strong virtual collaboration infrastructure with collaborative space booking supports the model. The clear strategy rollout with consistent communication prevented the confusion that undermines other policies.

Atlassian – Grade: A

Atlassian's "Team Anywhere" policy establishes remote-first as the default, with distributed work as the standard operating model. No full-time RTO mandate exists; teams gather periodically for specific projects and collaboration. Trust-first empowerment gives employees autonomy over their work location.

Results from the Atlassian Distributed Work Report 2024 (per Fortune, April 2025):

• 12,000 employees work across 10,000+ locations worldwide
• Workforce tripled since policy implementation
• 91% of employees cite flexibility as their reason to stay
• 92% say the policy helps them do their best work
• Offer acceptance rate increased 20%
  

Extensive collaboration tools with streamlined desk and meeting room bookings support gatherings when teams choose to meet in person.

Airbnb – Grade: A

Airbnb's "Live and Work Anywhere" policy enables remote work from anywhere globally. Employees can relocate within their country without salary adjustments. Regular in-person team gatherings maintain connection while respecting location flexibility.

The policy aligns perfectly with the company's brand ethos of belonging anywhere. Outcomes include strong employer brand recognition, an expanded global talent pool beyond traditional tech hubs, and maintained team cohesion through intentional gatherings.

High investment in cloud-based systems and global collaboration tools with shared meeting space booking supports the distributed model.

Zillow – Grade: A

Zillow implemented remote-first flexibility with productivity-based location choice. The company declared remote-first early and maintained consistency since 2020, providing predictability that other companies lack.

Regular "Z-retreat" calendar gatherings support collaboration without mandating daily office attendance. Strategically downsized offices focus on major hubs, reducing real estate costs while maintaining physical spaces for those who want them.

Results include diverse talent attraction from non-traditional markets, maintained strong culture, and significant real estate savings. A strong tech stack supports distributed workflows and flexible desk-sharing practices.

When RTO Policies Fail: Common Failure Modes

Infrastructure unpreparedness creates daily friction. Amazon mandated five-day return without sufficient desk space, creating overcrowded offices where employees couldn't find workstations. Prevention: Audit space capacity and implement desk reservation systems before announcing mandates.

Communication shutdown escalates conflict. JPMorgan disabled internal comments after backlash and leadership publicly dismissed the employee petition. Prevention: Create structured feedback channels and respond to concerns constructively rather than dismissively.

Policy whiplash erodes credibility. Starbucks issued its fourth RTO mandate in two years, undermining any single policy's credibility. Prevention: Develop sustainable policies based on research rather than reactive adjustments.

Promotion penalties create two-tier workforces. Dell declared remote workers ineligible for promotions, forcing employees to choose between flexibility and career advancement. Prevention: Ensure performance evaluation focuses on outcomes regardless of location.

Forced relocation triggers departures. Walmart required moves to corporate hubs with limited support, causing experienced workers to leave for competitors. Prevention: Offer meaningful transition assistance or role adjustments for affected employees.

Poor timing amplifies negative reception. WPP announced stricter mandates during revenue decline, connecting workforce dissatisfaction to business performance concerns. Prevention: Consider timing and business context when implementing policy changes.

Productivity Research: What the Data Shows

Key Findings

Successful companies share common approaches: they trust employees to make informed choices, provide practical support including childcare and flexible hours, use data to plan space usage, and communicate clearly while gathering feedback continuously.

Industry expert Allyns Melendez, CEO of HR Transformed, emphasized: "Why do we keep trying to copy and paste 2019 into 2025?" The workplace rules have fundamentally changed; "Return to office doesn't equal rewind."

Successful companies understand that autonomy and purpose drive office returns. Employees want to return on their terms, not mandates. Redesigned spaces based on employee preferences and team rhythms prove more effective than pre-pandemic replication.

Poor RTO execution costs talent, erodes trust, and damages brands. With 80% of companies losing talent to RTO mandates and 42% experiencing higher-than-expected attrition, the stakes are measurable. Effective RTO energizes workforces and reinforces culture.

How Skedda Supports Hybrid Work

Skedda provides workplace management software that helps organizations implement data-driven hybrid policies. For teams managing RTO transitions, Skedda offers:

• Desk and meeting room booking with real-time availability
• Space utilization analytics to optimize capacity planning
• Integration with Microsoft 365 and Google Workspace
• Mobile booking for on-the-go reservations
• Workplace analytics showing usage patterns
  

FAQ

Which companies have the strictest return-to-office policies in 2025?

JPMorgan Chase, Dell, Amazon, and Goldman Sachs require five days per week in-office attendance as of 2025. JPMorgan and Dell implemented their requirements effective March 2025.

Which companies have the most flexible work policies?

Atlassian, Airbnb, and Zillow offer remote-first or "work from anywhere" policies. Atlassian's "Team Anywhere" supports 12,000 employees across 10,000+ locations. Dropbox's "Virtual First" maintains 90% remote work with intentional in-person gatherings.

What percentage of companies have lost talent due to RTO mandates?

According to 2024 industry surveys, 80% of companies lost talent due to RTO mandates. Additionally, 42% experienced higher-than-expected attrition after implementing strict return-to-office requirements.

How do strict RTO policies affect employee turnover?

HR research from 2024 shows companies with strict RTO policies experience 13% higher turnover rates (169% vs 149%) compared to flexible companies. High performers show 16% lower intent to stay under strict RTO mandates (MIT Sloan Management Review).

What makes hybrid work policies successful?

Successful hybrid policies include employee trust and autonomy, practical support systems like childcare, data-driven space planning, clear communication, and adequate technology infrastructure. McKinsey's 2025 research found hybrid workforces approximately 5% more productive than fully remote or in-person teams.

How did employees respond to JPMorgan's RTO mandate?

Nearly 2,000 employees signed a petition protesting JPMorgan's five-day office mandate, launched February 10, 2025. The company achieved $58.5 billion in net income for FY2024 under previous hybrid arrangements.

What happened with WPP's return-to-office announcement?

WPP's four-day in-office requirement effective April 2025 generated over 20,000 petition signatures, approaching 10,000 within four days. The company's stock declined 15-18% in February 2025.

What are the most common RTO implementation mistakes?

Common failures include insufficient desk space planning (Amazon), shutting down employee feedback (JPMorgan), frequent policy changes (Starbucks with four mandates in two years), promotion penalties for remote workers (Dell), and requiring relocation without support (Walmart).

Next Steps

1. Audit current RTO policy against the four criteria: Policy Design, Execution & Communication, Tech Enablement, and Employee Experience & ROI
2. Survey employees on work location preferences and barriers to office attendance
3. Assess workspace capacity before mandating increased in-office time
4. Implement desk and room booking systems to optimize space utilization
5. Establish feedback channels that remain open after policy announcements
6. Measure outcomes (productivity, satisfaction, attrition) rather than just attendance compliance
7. Review policy consistency—avoid frequent changes that erode trust