Measuring the Success of RTO Policies

It’s no secret that there has been a tug of war between employers and employees in the post-COVID era around return-to-office (RTO) efforts on the part of employers. While many employers would love to bring staff back to the office, a majority of employees prefer fully remote or at least hybrid work arrangements. And while […]

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It’s no secret that there has been a tug of war between employers and employees in the post-COVID era around return-to-office (RTO) efforts on the part of employers. While many employers would love to bring staff back to the office, a majority of employees prefer fully remote or at least hybrid work arrangements.

And while employers point to intended benefits of RTO like greater collaboration, better focus and better ability to monitor staff, a surprising number of companies admit they don’t have a good way to measure those objectives.

According to a recent survey by Bamboo HR, 22% of HR departments admit they lack metrics to measure the success of their return-to-office (RTO) policies. Understanding how to effectively gauge the impact of RTO policies is crucial for HR professionals and people managers. Here, we explore how RTO goals can be measured and tracked.

Measuring and Tracking RTO Policy Effectiveness

1. Employee Surveys and Feedback. Regularly collecting feedback through surveys can provide insights into employee satisfaction, engagement, and well-being. Questions should be designed to gauge how employees feel about the RTO transition and its impact on their productivity and morale.
2. Productivity Metrics. Comparing key performance indicators (KPIs) before and after implementing RTO policies can help determine if there’s been an improvement in productivity. Metrics might include project completion rates, output quality, and individual performance assessments.
3. Turnover Rates and Recruitment Data. Monitoring turnover rates and recruitment statistics post-RTO implementation can reveal the impact of calling employees back into the workplace on talent retention and attraction.
4. Attendance and Participation. Tracking attendance and participation in office activities can signal employee engagement—or the lack thereof.
5. Health and Well-being Metrics. Utilizing health and wellness program data to monitor employees’ physical and mental health can yield insights through metrics like absenteeism rates, health survey results, and utilization of wellness programs can indicate whether the RTO policy supports overall well-being.
6. Operational Metrics. Assessing operational efficiencies through communication effectiveness and project management metrics. Improved timelines, reduced project bottlenecks, and enhanced team collaboration can signal operational success post-RTO.

Measuring the effectiveness of RTO policies involves a multi-faceted approach, incorporating both qualitative and quantitative data. By focusing on these areas, HR professionals and people managers can ensure their RTO policies not only meet organizational goals but also support employee well-being and engagement.

Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.

The post <strong>Measuring the Success of RTO Policies</strong> appeared first on HR Daily Advisor.