The recent move by Asda to mandate a three-day return to office (RTO) policy is raising eyebrows, especially considering the retailer’s earlier commitment to workplace flexibility. While the new policy might be aimed at boosting in-person collaboration, it risks clashing with the principles of true hybrid work, which emphasize employee autonomy and adaptability.
The Policy Shift: From Flexibility to Mandate
Asda’s leadership has rolled out a policy that requires corporate staff to be in the office at least three days a week. This shift comes at a time when flexibility is still a top priority for employees across industries. By enforcing a structured office return, Asda could be undermining its own commitment to flexible working, as highlighted in its employee benefits section.
Asda’s official flexibility policy says: “We know our colleagues want more flexibility to balance their work and home life. That’s why we offer hybrid working to support them.” This statement emphasizes empowering employees to tailor their schedules for productivity and wellbeing. But by mandating in-office attendance, Asda risks contradicting its own values, which could impact employee morale and retention.
Why Mandates Conflict with True Flexibility
Mandating office attendance can lead to unintended consequences that affect both individual performance and overall company culture. Here’s why enforcing a rigid RTO policy could pose some issues:
1. Productivity: Outcome Over Presence
The essence of effective hybrid work is measuring productivity by results, not just physical presence. Successful companies know that performance should be evaluated based on deliverables, not how many hours someone spends at their desk. Studies show that employees who have more control over where and when they work often achieve higher productivity. Enforcing a three-day office rule can limit flexibility and prevent employees from working in the setting where they perform best.
2. Wellbeing and Thriving
Employee wellbeing is at the heart of any thriving company. When people have the freedom to choose their work environment, they often report greater job satisfaction and less stress. This autonomy boosts mental health, leading to better performance and higher retention. A rigid RTO mandate could chip away at these benefits, making it harder for Asda to attract and keep top talent.
3. Technology-Enabled Collaboration
Over the past few years, we’ve seen impressive advancements in remote collaboration tools that help teams work together seamlessly from anywhere. These tools bridge the gap between remote and in-person work, keeping employees connected and productive. Companies that embrace hybrid models use these tools to strike a balance, so employees don’t always need to be physically present to collaborate effectively.
Rigid mandates often overlook these tech benefits, making it harder for employees to take full advantage of flexible working options. On the other hand, organizations that equip their teams with the right tools and trust them to choose their work environment tend to see stronger collaboration and more innovation.
How We Recommend Implementing Hybrid Work
Instead of mandates, organizations should aim for a more balanced approach to hybrid work. Here’s what we recommend:
- Focus on Outcomes, Not Attendance: Measure employee performance based on the quality of their work, not how often they’re at their desk. This builds trust and empowers employees to manage their workload in a way that fits their needs.
- Prioritize Employee Wellbeing: Flexibility supports mental health and overall wellbeing, which are crucial for long-term engagement. Policies should aim to create a workplace where employees feel trusted and supported.
- Leverage Technology: Equip teams with the right tools to collaborate effectively from anywhere. A strong tech setup ensures employees can stay productive and engaged whether they’re working remotely or in the office.
Some Final Thoughts
Asda’s three-day RTO mandate might be intended to boost in-person collaboration, but it risks going against the company’s own flexible work values. True hybrid work is built on trust, autonomy, and the understanding that productivity is measured by outcomes, not attendance. By prioritizing employee wellbeing and leveraging technology, companies can create a flexible work environment that benefits both employees and the business.
For any organization looking to find that sweet spot between structure and flexibility, the key is to empower employees and focus on clear, outcome-based success metrics.
