RTO and the New EVP: Redefining what employees value most
Across the world, more organisation’s are trying to cut back on remote and hybrid work options, insisting that employees return to office (RTO). The tension between mandated RTO and employees’ desire for flexibility is not just a logistical challenge but also a signal that traditional Employee Value Proposition (EVP) no longer reflects today’s workforce values. Employees now prioritise flexibility, autonomy, meaningful work, and wellbeing just as much as pay and benefits. This shift presents a pivotal opportunity for organisation’s to redefine the EVP to reflect on the reality of modern work.
Korn Ferry’s workforce 2025 survey of more than 15,000 workers worldwide found that while 59% of the workforce work full-time in the office, only 19% are happy about it. A quarter of those surveyed said they would be happiest working fully remotely. The survey highlights a clear disconnect between what employees and organisation’s value. This disconnect is reshaping the EVP and creating challenges across the organisation in acquiring and retaining talent.
The Impact
Talent acquisition leaders struggle to secure top talent when they can’t offer workplace flexibility, particularly in competitive fields, where hybrid or remote options are minimum requirements to remain competitive in attracting talent.
Rigid RTO policies that fail to provide flexibility to employees, and therefore risk misaligning the organisation and employees’ values, leading to employees feeling resentful or disengaged if they are forced back into the office.
Mandating RTO can lead employees to perceive a lack of trust in their ability to perform remotely. This can often lead to disengagement and undermine productivity and culture and present talent retention challenges with rigid RTO policies risking driving away talent the organisations cannot afford to lose.
The Opportunity - Redefining the EVP
Rather than centering the conversation on where work happens, organisations can focus on why employees stay, how they grow and what helps them thrive in their organisation. A modern EVP acknowledges that flexibility isn’t a perk but becoming an essential part of EVP.
Rigid RTO policies often reflect a traditional way of perceiving work, concerned more with where employees work over what work looks like and will continue to look like in the future.
Organisations with a future focus, recognise the career ladder that once existed is no longer linear. The traditional office “9-5” approach is no longer sustainable for today's workforce, which needs to be adapted to multidirectional movement where employees can showcase their skills and competencies across varying levels of the organisation and offer greater inclusivity to individuals' talent.
The Practical Steps to Align RTO with your EVP
Listen to what employees’ value
Use surveys, open conversations and discussions to understand what flexibility means to your workforce. Developing an understanding of what employee’s value can help to identify how RTO affects their well-being, productivity, and sense of belonging within the organisation. With employee input helping to minimise employee-organisation disconnect and build trust.
2. Reframe RTO as a value add and not a requirement.
Define and communicate the purpose of being in the office. Make it clear if RTO is for collaboration, innovation, mentoring and not solely for the sake of office presence. Show the unique benefits employees gain from shared time onsite.
3. Train leader to model modern ways of working
Manager capability is the cornerstone of flexibility. Leaders should be equipped to:
Manage performance by outcomes, not visibility
Build inclusive hybrid teams
Foster psychological safety and trust
Communicate the EVP consistently
RTO and EVP as Strategic Advantage
Organisations that redefine their EVP to reflect flexibility, growth, trust, and wellbeing are better positioned to attract and retain top talent regardless of where work happens. RTO becomes not a rollback of progress but an evolution of how employees connect, collaborate, and contribute.
The companies that thrive aren’t those that control where people work, they’re the ones that design work intentionally, honour employee expectations, and build cultures that make people want to show up.
Need Help?
At FiveSeven, we help organisations turn moments of tension into a strategic advantage. We work alongside leaders to reshape your EVP so it genuinely reflects modern ways of working, balancing flexibility, trust and performance with your operational realities. Through employee listening, EVP design and leader capability uplift, we support you to align RTO expectations with what your people truly value, strengthening attraction, engagement and retention in a competitive talent market. Hit the contact button to start the conversation with one of our team.
