A rising number of corporate executives are calling for employees to return to the office, signalling a shift back to traditional work environments.
While many companies initially embraced remote work during the pandemic, leaders now argue that in-person collaboration is essential for creativity, productivity, and maintaining a strong company culture.
However, employees, who have grown accustomed to the flexibility of working from home, are pushing back, sparking a renewed debate over the future of the workplace and the balance between flexibility and structure.
According to recent reports, 60% of South African employers were moving away from remote work arrangements, aligning with their global counterparts.
Research by McKinsey shows that the proportion of employees working mostly in-person has increased significantly, from 34% in 2023 to 68% last year. This shift was driven by employer mandates, not employee preference.
While the local and global RTO trends suggest employers clearly feel they have the upper hand where mandates are concerned, this does not extend to top talent, according to a leadership expert.
Advaita Naidoo, Africa MD at Jack Hammer, Africa’s largest executive search firm, said that while it may seem like a straightforward decision for employers to require a return to the office five days a week, a leadership expert warns that this could significantly hinder their ability to retain top 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,” she said.
“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.”
Naidoo said Jack Hammer has noticed an uptick in high-level candidates putting out feelers for roles and companies that aren’t demanding full return-to-office (RTO).
“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.
“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.”
Just because everyone is doing it, doesn’t mean you have to, said Naidoo. “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,” said Naidoo.
Naidoo advised that 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.”
The opportunity for informal learning, networking, and progression is also hampered.
“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,” said Naidoo.
