The ongoing discussions surrounding Return to Office (RTO) policies have become a defining moment for organizations and the future of work. For some, the transition back to in-office operations has been less about strategy and more about logistical concerns. Amazon’s 2024 announcement of a five-day office return mandate for its corporate workforce revealed one such issue—a lack of sufficient office space for thousands of employees in cities like Austin, Dallas, and Phoenix. This logistical hurdle, paired with shifting workforce dynamics, underscores the complexities organizations face when implementing RTO policies.
Some RTO scenarios reflect a larger trend that some are calling "executive nostalgia." This inclination to recreate workplaces of the past can obscure the real ingredients of a thriving, modern work culture. A positive culture doesn’t come from physical proximity alone; rather, it’s built through intentional leadership that fosters trust, engagement, and innovation—whether employees are in the office or remote. Leaders who focus solely on bringing employees back to the office without addressing fundamental cultural dynamics risk missing the larger opportunity to create work environments that drive growth and satisfaction.
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The case for flexibility and growth
Gallup found that workers who were given the opportunity to work remotely, even for just a day per week, saw increased wellbeing and were less likely to feel burnt out. The same findings also show that it's not the office space (or lack thereof) that leads to wellbeing but how talent is managed. Findings elsewhere paint a similar picture— Skillsoft found flexible work, alongside access to new technology and tools and training and development opportunities, helped talent meet their professional goals last year. The latter also helped talent feel more effective in their roles. It's clear that a strong organizational culture isn’t defined by mandated office attendance or elaborate office spaces, but instead an environment that sets and communicates clear objectives that all team members can see themselves in values wellbeing, collaboration, and continuous development and invests in its employees.
That's not to say that there are not benefits tied to in-office work, such as collaboration, visibility and networking opportunities. And for some organizations, having a physical presence in some capacity can be mission critical. But for the majority, this isn't the only way for success. Navigating this balance presents a significant challenge for leaders. They must avoid proximity bias—favoring in-office employees over remote peers—while also ensuring every employee feels engaged and valued, regardless of location. This dynamic requires leaders to understand the role they play, reimagining what collaboration and connection can look like in a modern, hybrid setting.
Leadership’s role in defining culture
Great leaders understand that building a thriving culture requires fostering environments where innovation, collaboration, and engagement emerge naturally. This requires developing critical “power skills” like emotional intelligence, empathy, and adaptability. These skills are the foundation of effective, forward-thinking leadership. Leaders who prioritize these qualities can ensure that employees succeed no matter where or how they work.
Investing in leadership development that is in alignment to your organizations strategy and values is essential to cultivating these abilities. Leadership programs, mentorship opportunities, and staying updated on industry trends empower leaders to embody the adaptability and empathy necessary to guide their teams through change. This type of ongoing investment doesn’t just contribute to better leadership; it creates leaders who inspire growth, drive innovation, and cultivate cultures where every employee can thrive.
Investing in talent to create stronger leaders
Leadership and talent development go hand in hand. Providing continuous and personalized learning opportunities for employees at all levels, in alignment to the employee's career goals and future business strategy, is key to building a workforce that is adaptable and future-ready. Hosting regular workshops, offering access to on demand courses, and funding certifications can help employees cultivate necessary skills while preparing them to take on leadership roles. These opportunities not only encourage skill-building but also reinforce the organization’s investment in its people, building trust and engagement across teams. When talent feels and sees their organizations are investing in them, they're more likely to put that investment back into their organization through more effective work and engagement.
By giving current and future leaders tools to grow—both technically and personally—organizations help unlock their full potential. Leaders equipped with these skills are better able to create inclusive environments, empower their employees, and successfully bridge the gap between remote, hybrid, and in-office preferences.
Looking toward the future
The RTO debate will likely persist through 2025 and beyond. But instead of focusing narrowly on office mandates, organizations must shift their attention to reevaluating what "workplace" truly means. Leaders who prioritize flexibility, invest in talent development, and focus on their team’s wellbeing will be the ones that thrive in the competitive landscape of the future.
The workplace of tomorrow isn’t about returning to the way things were. Instead, it’s about building new avenues for connection, innovation, and collaboration. By fostering power skills, supporting leadership growth, and guiding teams with empathy, organizations can shape an environment where every employee has the tools and support they need to succeed. When organizations invest in leadership excellence, they enable not only great leaders but great talent at every level. Whether employees are in the office, at home, or somewhere in between, this investment ensures a unified, thriving culture that reflects the best of what a modern workplace can be.
Ciara Harrington, Chief People Officer, Skillsoft
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