Creating a RTO Strategy That Works: Insights and Best Practices for Hybrid Success
Navigating RTO strategies with Epoch
Return to Office (RTO) policies are at the center of how companies are redefining their culture and operations. In our recent Epoch Live Webinar, Keith, Epoch’s Co-Founder and COO, shared insights on creating effective RTO strategies that not only foster employee engagement but also address the unique challenges of today’s hybrid work landscape.
From setting leadership examples to redesigning office spaces, here’s a deep dive into the strategies and considerations that are essential for a successful RTO transition.
Understanding how RTO policies vary by company size and culture
One of the biggest insights shared in the webinar was how RTO strategies are influenced by a company’s size and industry. Large organizations like Amazon and Dell have leaned toward strict in-office mandates, sometimes requiring employees to come in five days a week. However, smaller organizations, startups, and mid-sized companies are frequently adopting more flexible approaches, allowing employees the option to work from home or in hybrid settings.
These varied approaches underscore the importance of transparent, consistent communication. Employees who feel informed and valued are more likely to embrace the RTO policies that support them best. Keith highlighted that frequent, clear communication helps reduce employee anxiety around changing policies, ultimately building a culture of trust and stability.
Epoch can be used to effectively communicate RTO policies
Building an RTO program that emphasizes inclusion and engagement
Effective RTO programs don’t just focus on when and where employees work—they also prioritize inclusion, accessibility, and a sense of belonging. A few essential elements can make all the difference:
Leadership as role models: Leaders play a critical role in setting expectations for RTO. When executives and managers follow the same in-office policies as employees, it creates a sense of fairness and commitment. Leaders modeling expected behaviors reinforce a consistent message that the RTO program is universal and supportive of everyone.
Inclusive and flexible policies: To build a culture of inclusion and belonging, RTO policies should consider the diverse needs and preferences of employees. Collaboration with DEI teams can help shape policies that are equitable, accessible, and considerate of employees’ circumstances and identities.
Office design that reflects hybrid intentions: An often-overlooked aspect of RTO is how physical office space impacts employee engagement and productivity. If in-office days are meant for collaboration, office layouts should prioritize open, flexible spaces over rows of individual desks. Spaces designed for group work, brainstorming, and social connection show employees that their in-office time is intended for relationship-building, not isolation.
Focusing on creating value for in-office days
Keith shared an insightful perspective on RTO that resonated with many attendees: Rather than mandating office attendance, companies should focus on making office days meaningful and valuable for employees. Several companies are finding creative ways to make the commute worthwhile, emphasizing purposeful activities and supportive perks. Here are some impactful approaches:
High-impact activities: Office days should create opportunities for mentorship, team-building, and collaboration that can’t easily be replicated remotely. Employees crave informal moments to connect with colleagues and leaders—whether through spontaneous conversations or intentional mentorship sessions.
Supportive perks and benefits: Companies can support the RTO transition by offering commuter benefits, high-quality meals, and organized social events. For instance, some companies are even introducing childcare support and flexible scheduling to make office days easier for working parents.
Incentives that boost morale: Companies like Salesforce and Instacart have introduced unique programs to help employees feel engaged and valued. Instacart’s “Team Jams,” for instance, allocate budgets for quarterly team-building events, encouraging teams to connect and collaborate in meaningful ways.
Measuring the success of RTO policies
To ensure that RTO policies are working, companies need to actively track and measure their impact. Here’s how Epoch makes it easier for companies to assess their RTO strategies:
Employee feedback and engagement metrics: Gathering feedback through regular surveys helps employee experience teams understand how employees feel about RTO policies. Using insights from feedback forms, companies can adjust policies and improve the overall experience.
Spend efficiency: Effective RTO programs provide value while being financially efficient. Monitoring budget allocations and assessing return on investment (ROI) ensures that resources are used strategically. Epoch’s centralized platform makes it easy to view and report on spending, allowing companies to prove the value of their RTO initiatives to leadership and stakeholders.
Customizable dashboards for insights and analysis: Epoch’s tools give a holistic view of employee engagement, attendance, and event success, allowing HR teams to quickly adapt their strategies. These insights empower teams to make data-driven adjustments
Track engagement and gather insights with Epoch's post-event questionnaires
How Epoch can support your RTO journey
Epoch’s platform is designed to simplify RTO management, providing tools that save time and enhance employee engagement. Through a combination of automation, centralized event management, and community support, Epoch helps companies bring their RTO strategies to life. Here are some standout features:
Centralized event management: With Epoch, companies can organize and track RTO events and activities through a single dashboard. This streamlined setup means admins can coordinate everything from registration to attendance tracking without needing multiple tools.
Automated reminders and surveys: By automating reminders and follow-up surveys, Epoch ensures that employees stay informed and engaged with minimal administrative effort. This feature not only boosts attendance but also makes it easy to gather consistent feedback.
Community and ERG support: As a major focus for Epoch, community-building tools allow companies to support Employee Resource Groups (ERGs) and foster a more inclusive workplace culture. The community pages and Slack integrations make it simple to keep employees engaged and connected, even in hybrid environments.
For more information on how Epoch can transform your ERG event management, book a demo today!
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