The risky business of RTO mandates: Why forced office returns threaten talent and productivity

The fierce debate over flexible work arrangements shows no signs of slowing down, thrust into the spotlight by the recent Australian federal election and high-profile corporate mandates.

In this episode of The HR Leader Podcast, Host Kace O’Neill sits down with Neal Woolrich, director in Gartner’s HR Advisory team, to navigate the complex terrain of post-pandemic work. Woolrich, drawing on his unique background spanning journalism, tax advisory, and nearly a decade at Gartner, issues a stark warning: the push for rigid five-day office returns is fraught with significant talent and business risks, potentially crippling engagement and productivity.

Woolrich cautions that enforcing strict return-to-office (RTO) mandates can backfire spectacularly. Employees, he argues, quickly see through hollow justifications linking office presence directly to productivity or culture. The real key, he emphasises, isn’t location but fostering a collaborative team environment.

Beyond the RTO tug of war, Woolrich identifies critical missed opportunities, particularly the persistent reluctance to embrace proven flexible models like the four-day work week – despite compelling productivity data and employee demand. He attributes this stagnation partly to an “old-school mindset” prevalent among senior leaders, even as C-suite turnover rises potentially due to inflexibility. Looking ahead, Woolrich predicts hybrid work patterns in Australia will stabilise around 50 per cent, urging HR to champion human-centric design, ensure consistent policy application (especially as one in three organisations lack RTO compliance mechanisms), and build coalitions of progressive leaders to drive meaningful change.

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