How Executives Can Navigate Return to Office (RTO) Changes - Even If You Don’t Agree with Them
3/17/2025
Return to Office (RTO) has been evolving over the past five years, but the big shifts that have gone one in the last six months have impacted everyone, especially many executives and senior leaders. Many are now caught between company directives, their own beliefs, team morale, and productivity demands. If you're facing these challenges, here are the biggest areas to navigate effectively.
Handling an RTO Mandate You Opposed - Now You Have to Support It
It’s only natural to have strong opinions about workplace policies. Whether you championed remote work, a flexible hybrid model, or a full return to the office, you likely formed those views based on experience and data. However now, your organization has made a decision - one that may not align with what you fought for and you have to support it as a leader.
This can be a difficult position. Your credibility, relationships with your team, and personal job satisfaction are all at stake. Here are a few ways to handle it:
Acknowledge the Discomfort – It’s okay to recognize that this is difficult. Your team likely knows your previous stance, so being transparent (while staying professional) can help maintain trust.
Find the Silver Lining – Even if the decision isn't ideal, focus on what can be gained. Are there opportunities for in-person collaboration that weren’t possible before? Can you set up new structures to make office time more valuable?
Set Boundaries – If this decision is a major sticking point for you, take time to assess how much of a deal-breaker it really is. Is there room to advocate for adjustments, or is it time to consider other opportunities?
Negotiating Hybrid Work as a Senior Leader
If your company is shifting to a hybrid model with set in office days, the unspoken expectations around presence in the office may now be more formalized. As an executive, you play a key role in setting the tone for your team. However that doesn’t mean you have to be in the office five days a week if it doesn’t serve you or your team’s productivity. I’m starting to notice that with some clients they are feeling pressure to go in the office all the time, but that can really take away from their productivity.
Key considerations:
Model Intentional Office Time – What office presence best supports your team and leadership responsibilities? If you have flexibility, consider aligning your in-office days with high-impact meetings and collaboration.
Advocate for Your Needs – If a rigid policy doesn’t work for you, discuss what’s reasonable with leadership. A structured, data-driven case (e.g., productivity metrics, engagement levels) can be persuasive.
Support Your Team's Needs – Hybrid policies impact everyone differently. Ensure that whatever schedule you set still allows for team cohesion and individual productivity.
Balancing Work-Life Integration While Staying Productive
The shift back to the office brings logistical and lifestyle challenges. If you were previously fully remote or had more control over your schedule, returning to an office routine can feel disruptive.
Here’s how to make it work:
Optimize Your Schedule – Can you shift your start time to avoid (at least some) traffic? Block focused work hours? Find small adjustments that maximize efficiency.
Redefine Work-Life Integration – If your days are now structured differently, what personal habits or routines need tweaking?
Set Clear Boundaries – Just because you’re back in the office doesn’t mean every moment has to be reactive. Protect time for deep work and personal well-being, if you can block some time on your calendar even better.
The Bottom Line
Executives facing return to office policies must navigate complex leadership dynamics and personal career considerations. Whether you’re adjusting, negotiating, or reassessing your long-term career strategy, the key is to approach these changes strategically, balancing leadership expectations with what truly works for you.
If you’re weighing your options and need a plan, let’s talk.