"Less than 10% of remote-capable U.S. employees prefer to work in an office, according to a 2025 Gallup survey. Despite this, many companies are driving employees back to the office. Return-to-office (RTO policies) have had mixed results, including one by AT&T that pummeled employee engagement. Employees may not like the direction a company is heading but feel afraid to speak up. Needing to understand your company's decision-making process shows curiosity, not difficulty."
"What Problem Is This Policy Intended To Solve? This question shifts the conversation from emotions to outcomes. This pinpoints whether being in the office full-time is addressing performance, collaboration, or trust issues. If a leader is unable to provide a satisfactory response to this question - the answer for the RTO mandate might be optics. With any company decision, it is important to understand the root cause and desired solution so that employees can adapt accordingly."
Less than 10% of remote-capable U.S. employees prefer working in an office, yet many companies enforce return-to-office policies that produced mixed results, including reduced engagement at AT&T. Employees often fear speaking up about unpopular directions. Asking clear questions demonstrates curiosity and helps understand decision goals, evidence, and root causes. Questions should shift conversations from emotion to outcomes, probe whether in-office mandates address performance, collaboration, or trust, and request the data supporting decisions. Employees should follow up on how and when data was collected and watch for defensive responses that signal optics-driven mandates.
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