The alternative—minimal or miscommunication about RTO policies—can lead to employees feeling unseen, unheard, and undervalued, a slippery slope towards increased employee stress, dissatisfaction, and unhappiness.

Generational tension points

Gen Z uniquely differs from other working generations like Boomers, Gen Xers, and even Millennials. This digitally-native generation has spent their life inundated with information and news. Their high stress and burnout rates aren't fixated on one issue but a variety, such as the climate crisis, gun violence, international conflicts, student debt, social media, the high cost of living, and more. In addition, nearly all Gen Z employees started their careers virtually due to the pandemic. They didn't have an opportunity to learn "water cooler" conversation skills, and their short-hand communication style can be attributed to social media and using real-time messaging platforms rather than email to correspond with colleagues.

Like the generations before them, Gen Z has received the "hardest to work with and manage" titles. Conversely, some Gen Z employees feel their more senior colleagues and managers don't make them feel comfortable or welcome and have accused older colleagues of bullying them while in the office. Generational differences like these create a host of tensions between employees, with the possibility of a flare-up as RTO policies are further enforced.

Given existing perceptions (and misperceptions) across generations and the majority of employees thinking in-office mandates are a way to exert control, leaders need to carefully plan how to communicate about their policy and create a welcoming environment for all once they enforce it. By acknowledging each generation's challenges and motivations and articulating the "why" behind returning to the office, employers can more easily navigate the inevitable pushback while taking a step toward multi-generational workplace harmony.