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WORKFORCE PRODUCTIVITY SOLUTIONS:

UNDERSTANDING RTO QUESTIONS & ANSWERS

Collaboration thrives in person, but at what cost?

 

The move back to the office promises collaboration but comes with challenges—are companies addressing the right issues?

Why Are Companies Enforcing RTO?

The return-to-office (RTO) debate has taken center stage as companies worldwide roll out policies that bring employees back to physical workspaces. While the official reasons often focus on collaboration, company culture, and employee development, a lesser-discussed yet crucial driver is performance management.

 

A recent Entrepreneur article on JPMorgan’s RTO plans highlighted the "hidden" rationale behind these decisions, sparking further debate about whether RTO is truly the solution to productivity challenges or a quick fix that overlooks deeper issues.

 

RTO policies are often framed as necessary for:

 

  • Collaboration and Innovation: In-person interactions foster spontaneous idea-sharing and problem-solving.

  • Company Culture: Physical presence strengthens organizational values and community.

  • Employee Development: Face-to-face mentorship and networking opportunities are easier to facilitate.

 

However, the underlying concern many organizations face is how to manage and evaluate performance effectively in a remote work setting.

The Hidden Challenge: Evaluating Performance

While RTO aims to address productivity concerns, it often fails to tackle deeper performance management issues. These include:

1. Lack of Process Metrics and Goals

Many organizations lack relevant performance data, forcing reliance on qualitative assessments that can be subjective and inconsistent.

2. Bad Metrics

Even when metrics exist, they often fail to measure individual contributions accurately, particularly at the process level.

3. Misdiagnosing Root Causes

Without a proper understanding of underlying issues, companies treat symptoms instead of addressing the actual problems, leading to recurring inefficiencies.

4. Overlooking People Factors

Employee behaviors, an essential component of strategic goal alignment, are frequently excluded from performance evaluations.

How Can Companies Address the Underlying Issues?

Rather than relying solely on RTO, organizations should focus on improving performance management through:

 

  • Clear Metrics: Develop and implement relevant, process-level metrics to evaluate performance objectively.

  • Consistent Feedback: Provide real-time, actionable feedback instead of waiting for annual reviews.

  • Root-Cause Analysis: Identify and resolve core issues to prevent recurring inefficiencies.

  • Behavioral Integration: Incorporate employee behaviors into performance assessments to ensure alignment with strategic goals.

Workforce Productivity Solutions by Concision Global Consulting (CGC)

At CGC, we understand the complexities of managing a modern workforce. Our solutions empower organizations to thrive in any work environment—whether remote, hybrid, or in-office.

 

  • Globally distributed workforce: ensure the focus is on measurable outcomes regardless of location.

  • Frontline workforce: reduce variation and enable managers to focus on improving how work is done.

  • Remote workforce: drives fairness in evaluating work execution regardless of where your people sit.

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Expert analysis guides you to improve performance

The world of data science, process engineering, and performance management used to be complex. We make it simple so you can change how you operate quickly, not after you pay for an expensive PowerPoint from your consultants.

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Understand and manage the right metrics

We bring decades of experience in building composite metrics and enable you to manage just the things needed to hit your strategic goals.

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