• A switch in workplace trends has seen many employers begin to implement a return-to-office policy.
• It is believed that this push will result in top talent choosing to leave companies instead.
• It is also argued that a return-to-office policy would have benefits for younger employees needing to gain new skills.

Ever since lockdowns across the world ended, the workplace has been far different than it was a decade ago. In recent years, hybrid work or remote work has been the norm for many industries where physical presence was not a necessity, but it seems like that is changing.

This, as more companies are looking to enforce a return-to-office policy (RTO). There are several reasons why, whether that be to keep closer tabs on employees, have greater control over perceived productivity, or simply to ensure a physical asset like office space is not left empty.

While businesses are entitled to implement company policies as they see fit, within reason of course, the enforcing of a return-to-office policy could result in a severe loss of talent, particularly experienced talent.

“Flexibility is one of the key negotiation tools that will impact on a company’s talent density. Talent density refers to the concentration of high-performing individuals within an organisation, and it is a key driver of innovation, productivity, and overall business success,” noted Advaita Naidoo (pictured below), Africa MD at Jack Hammer, who recently shared her thoughts in a press release.

“Employers considering a forced return to traditional five-day office schedules should be prepared for potential talent losses. Top talent will seek out employers offering the best choices, including flexible work arrangements, and at scale, this is going to impact negatively on talent density,” she explained.

Naidoo also pointed out that Jack Hammer has noticed an increase in high-level candidates putting out feelers for roles and companies that are not demanding a full RTO policy.

“When speaking with candidates, the ability to offer structured flexibility is a major draw for those facing strict return-to-office mandates. For those seeking to advance their careers and are currently employed on a flexible basis, it is a non-negotiable,” she highlighted.

“Flexibility is not just a retention tool but a negotiation tool that significantly impacts talent density—a critical factor in both productivity and excellence. Companies with the best talent are better positioned to excel, making it imperative to attract and retain top performers, hence our warning to employers not to revert to a one-size-fits-all strategy, thinking they hold all the cards,” Naidoo continued.

The MD goes on to note that a larger percentage of South African employers are moving away from remote work policies in order to align with their global counterparts. Citing research by McKinsey, Naidoo said that the proportion of employees working mostly in-person has increased significantly, rising from 34 percent in 2023 to 68 percent last year.

“This shift was driven by employer mandates, not employee preference,” the release emphasised.

“Just because everyone is doing it, doesn’t mean you have to. Companies that prioritise flexibility are better positioned to attract and retain the best talent, as they offer a work environment that supports work-life balance and autonomy. While employees may initially comply with strict RTO mandates, top talent will seek out better opportunities when they arise. This is particularly true for those who value flexibility and have the option to choose employers that offer it,” Naidoo advised.

There is really only one area in which Jack Hammer views a return-to-office policy as important, and that is in helping younger talent cultivate skills and knowledge.

“As an early career professional, it is important to recognise that while remote work offers flexibility and convenience, it will hinder your career growth and trajectory. Too many young people hold out for a flexible or remote position not realising that they are shooting themselves in the foot by doing so,” said Naidoo.

According to the MD, starting a career in a remote setting is “guaranteed to slow down the learning process”.

“Being in the office allows for immediate feedback, hands-on training, and the opportunity to absorb the nuances of the job more quickly. In-person interactions facilitate a deeper understanding of workplace dynamics and etiquette, which are essential for professional development,” she advised.

“Much of what you learn in an office environment is not explicitly taught but rather absorbed through observation and interaction with colleagues. This informal learning includes understanding how to conduct oneself professionally, both formally and informally, which is vital for career advancement,” she noted.

Here Naidoo stressed that the opportunity for informal learning, networking, and progression can be severely hampered by fully remote work in the case of younger talent. She goes on to say that spending at least the first three to six months in the office for a new job can be highly beneficial.

“This period allows you to establish a strong foundation of skills, relationships, and workplace understanding. After this initial phase, you can start to leverage flexibility options to maintain a better work-life balance, if you have proven yourself to be a talent to watch,” she concluded.

Whether those entering the job market will be willing to head into the office daily while their more experienced peers crave remote work, remains to be seen. What is clear, however, is that employers need to assess their work policies with greater scrutiny if they wish to attract and retain talent.

[Image – Photo by Getty Images on Unsplash]