The workplace landscape is shifting once again as companies nationwide call employees back to the office. After years of remote work, this transition is far more complex than simply changing where people sit.

To shed light on this transformative period, Wiley Workplace Intelligence conducted a comprehensive study of 1,742 individuals in a variety of roles about whether they are being impacted by return to office (RTO) mandates and how they feel about it. 41% of respondents reported working in an office, 41% were hybrid, and only 18% were fully remote. Our findings reveal not just how people report feeling about these changes, but what talent managers can do to make this transition successful – and what's at stake if they don't.

From the employee’s perspective, a remote workday might mean joining meetings from a home office while starting a load of laundry or getting outside over their lunch break, while an office day involves commuting, in-person meetings, and catching up with coworkers by the coffee machine. While some employees welcome the return to collaborative spaces, our survey reveals that 80% of respondents enjoy the flexibility of working from home, at least some of the time.

This research may shed some light on a growing tension between company and employee priorities. Organizations pushing for in-person work cite collaboration and culture as key drivers, pointing to the benefits of spontaneous teamwork and natural mentorship that happen in shared spaces. However, our survey shows that many employees are worried they will lose the work-life balance they have gained since the pandemic.

Because of this perception, a back-to-office push has the potential to affect every aspect of talent management. First, companies risk losing valuable employees and future hires if their policies don't accommodate candidates who prefer flexible options. This transition is also transforming skill development needs. Employees require new capabilities, like leading engaging hybrid meetings or building team cohesion across different work arrangements. The most successful talent managers need to figure out how to harmonize in-person interaction with location independence. It's a fine balance but getting it right could be the difference between retaining top talent and watching them leave for more adaptive competitors.

RTO Mandates Could Limit Ability to Attract Talent

59% say RTO mandates limit ability to attract a diverse talent pool.

As companies implement return to office mandates, they're discovering it's not just about where work happens – it's about who they can hire, how they keep their best people, and what skills their workforce needs now. Our research shows that over half of respondents believe RTO mandates limit their organization's ability to attract a diverse talent pool. This concern makes sense; by requiring in-person work, organizations may unintentionally screen out valuable talent – from working parents who need flexibility for childcare to skilled professionals who live too far from the office.

While the goal of in-person work is to strengthen organizational culture, rigid RTO policies might actually work against creating an inclusive workplace. These changing dynamics demand new approaches to talent management, from rethinking recruiting strategies to investing in reskilling programs. Many organizations are finding that upskilling their current employees offers a promising solution – allowing them to fill talent gaps while providing their people with paths to roles that better match their needs.

Employees Are Willing to Reskill and Upskill for More Flexibility

73% are open to reskilling or upskilling for a position with a flexible work location.

The ability to work flexibly has become a major priority for today's professionals. In fact, 73% say they'd be willing to reskill or upskill for a job that offers flexible work options. And "flexible" means different things to different people - some prefer a hybrid schedule, others want to be fully remote, and many are looking for the ability to adjust their arrangement as their needs change. This shows how workplace flexibility has evolved from a perk to a must-have. Even as some companies bring employees back to the office, people are still seeking ways to maintain that flexibility, demonstrating how the pandemic has permanently shifted work preferences.

To capitalize on this desire, talent managers can implement comprehensive learning and development programs that combine flexible work options with skill enhancement opportunities. This could include:

• Self-paced online courses that allow employees to learn at their own pace and schedule
• Mentorship programs, connecting experienced staff with those seeking to develop new skills
• Cross-functional projects, enabling hands-on learning while accommodating various work arrangements
• Talent assessments to identify skill gaps and guide personalized upskilling plans

By creating accessible learning paths that align with both organizational needs and flexibility preferences, talent managers can foster a more skilled and engaged workforce while demonstrating a commitment to workplace adaptability.

Work/Life Balance Doesn't Mean Career Sacrifice

57% of remote employees say it’s easy to pursue advancement opportunities.

The pandemic has shattered long-held assumptions about remote work. Far from hampering productivity and career growth, over half of remote employees (57%) now say it's easy to pursue advancement opportunities while working from home. However, it's worth noting that 43% still find it challenging to advance their careers remotely, suggesting there's room for improvement in how organizations structure virtual development opportunities.

These statistics paint a nuanced picture - while remote work can support career growth, companies need to be intentional about creating clear paths for advancement that work just as well outside the office. This is a powerful rebuke to the outdated notion that remote roles automatically stifle professional development, while also highlighting the importance of strong virtual mentorship and development programs.

Additionally, as more companies try to bring employees back to the office full-time, they risk undoing some of these hard-won efficiencies. Nearly half (48%) of workers report that RTO mandates have negatively impacted their work-life balance. Losing the flexibility that remote work provides can be demotivating, making it harder for employers to retain top talent.

48% say RTO mandates negatively impact work/life balance.

Smart talent managers will need to find ways to preserve work-from-home options with hybrid approaches. This could involve implementing flexible scheduling, where employees work with their managers to decide the number of days they come into the office. Organizations can also provide remote-friendly professional development, such as virtual training sessions and online certification courses. And by conducting thorough talent assessments, managers can identify skill gaps and create personalized upskilling plans that accommodate various work arrangements.

The key is striking the right balance - leveraging the collaborative benefits of face-to-face interaction while safeguarding the work-life integration that so many have come to depend on. After all, the data is clear: when given the choice, over half of remote workers will choose professional growth over a rigid return to the office. Flexible working policies are no longer a perk, but a strategic imperative for attracting and retaining the best talent.

Wiley assessment brands lay the foundation for creating cohesive organizations. Specifically, PXT Select^® assessments, provide valuable data insights that streamline the entire talent management cycle. By leveraging this data-driven approach, organizations can make more informed, efficient, and strategic decisions throughout their talent management journey.

Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyzes these findings to provide actionable solutions that are shared in our blog.