Return-to-office (RTO) mandates are back in full swing, but it seems that they’re not applying equally to everyone. Companies are rolling out policies that require employees to show up in person — unless, of course, you’re a star performer. This emerging trend is raising eyebrows and sparking debates across industries, as highlighted by a recent report by The Wall Street Journal: https://www.wsj.com/lifestyle/workplace/return-to-office-mandates-apply-to-everyone-except-a-chosen-few-c77d9559. 

Who Really Benefits from Remote Work? 

Some employees are being granted the privilege to continue working remotely, creating a noticeable divide in workplace policies. Those who are excused from RTO mandates often possess unique or hard-to-replace skills, have a proven track record of exceeding expectations, or hold roles where in-person collaboration is not essential. These individuals are considered vital to the company’s success and are rewarded with the coveted flexibility of remote work.  

This selective flexibility stems from companies’ efforts to retain the best employees in a competitive job market. By offering remote work as a perk, businesses hope to prevent these high performers from seeking opportunities elsewhere. Despite the shrinking availability of remote and hybrid roles, they remain in high demand among job seekers.  

However, these uneven RTO policies come with their own drawbacks. They can foster resentment among employees who feel excluded from such benefits, ultimately jeopardizing team morale and unity. Practices like “onsite freeze-out” – where remote workers are excluded from important decisions or sidelined in team dynamics – are becoming more common, posing significant challenges to fostering inclusion and equity. Depending on office dynamics, this can open opportunities for employees to feel left behind or disconnected, which can negatively impact overall culture and collaboration.  

Many argue that this isn’t a novel development. Historically, the best performers have always enjoyed perks. The difference now is the visibility and weight of these exceptions, amplified by the remote work boom during the pandemic. Employees complain that online freeze-outs can sabotage remote workers’ performance, development, and careers. Others feel that nepotism can create workplace conflict, and while the most productive employees get to remain flexible, the measurements of “high-producing employees” could potentially differ from employee to employee.  

While rewarding top performers is essential, many believe that it would require a uniform approach to remote policies for better long-term success.  

  • Fairness and Transparency: Clear, consistent policies help avoid the appearance of favoritism.  
  • Team Dynamics: A level playing field fosters better collaboration, trust, and communication.  
  • Performance Benefits: When everyone operates under the same rules, it’s easier to create shared goals and accountability, much like a winning sports team.  
  • Supportive Collaboration: To prevent freeze-out, leaders can work on cultivating an environment where all employees feel valued and included to enhance communication, trust, and shared goals to drive overall success.  

 

What’s Next for Remote Work? 

Whether remote policies become a lasting approach, or if returning to work in-office is the norm again, one thing is certain: workplace dynamics will continue to evolve. As companies continue to navigate operational requirements and employee preferences, it’s fair to say the debate is far from over.  

TLDR; While companies are enforcing return-to-office mandates, top performers with unique skills or exceptional results often get to work remotely, which can create cultural discord. While this approach helps retain great talent, it risks breeding resentment, damaging team morale, and fostering exclusion. Balancing flexibility and fairness remains key as workplace dynamics continue to evolve. 

 

What’s your take? Is selective flexibility a smart move for businesses, or does it risk creating more problems than it solves? Let’s keep the conversation going.