Time and again, CEOs have blamed Gen Z for the RTO resistance movement, pointing fingers at the young workers for being so closed off to “hard work.” Many complain that GenZers never make an effort on the job and that they struggle with behaving professionally, despite employers rarely providing the training required for making an improvement. The return-to-office push in 2025 has been nothing short of forceful, presenting employees with ultimatums to push them back into their uncomfortable office seats.
The aversion to in-person work has been displayed by workers across age groups, but employers remain convinced that it’s Gen Z’s fault that RTO policies are not being adopted willingly. A new survey shows data quite to the contrary. A survey by JLL found that younger generations are leading the return to office. This data isn’t new, previous surveys have also shown similar results, so it might be time for employers to take a step back and evaluate where the resistance is actually coming from.
Gen Z Leads RTO Trends—Young Workers are Looking for Connections
It’s true—many young professionals prefer intermittent office work. The survey found that workers up to the age of 24 are coming into the office three days a week on average, showing a higher return to the workplace compared to their older colleagues.
Additionally, these workers who came in to work more often also reported the lowest workplace well-being numbers. Gen Z workers are known for expecting better work-life boundaries, flexibility, and options like healthy foods as a workplace benefit. This could be why their expectations from their employers are higher and they are more likely to be let down, but regardless, they still remain enthusiastic about working hard and kick-starting their careers.
A Case for Gen Z’s Hybrid Work Stance
A previous survey from Harris Poll also showcased the relationship between Gen Z and RTO policies. These workers reportedly enjoy building connections at work and do not want fully remote work. Estranged from their loved ones during the Covid-19 pandemic and isolated from their classmates and colleagues at the same time, many of these young workers have never been able to create the sort of workplace connections that often make going to work worthwhile.
As a result, they seek to build an active relationship with those in the workplace and connect with those in their organization and industry. Around 91% of the respondents of this survey said they would prefer a hybrid work model, with some days to meet their colleagues face to face.
The problem with the current RTO trend is that many organizations aren’t just asking workers to switch to a hybrid model but instead want workers to come in full-time. Companies that are merely increasing the RTO mandates by a day or two are also being met with resistance because workers are aware that businesses are merely easing them towards the goal of full-time in-office work.
RTO policies are also being used aggressively to encourage workers who don’t want to adjust to quit entirely, which doesn’t do much for the reputation of these businesses.
It’s Time to Stop Blaming Gen Z for Holding Up RTO Policies
Gen Z’s aversion to remote work appears to be one of the many myths floating around regarding this population, and it’s time that employers took their perspectives and concerns more seriously. If there is resistance to the return-to-office mandates in 2025, it likely has a lot to do with how employers are going about it and what their intentions are behind these decisions. Many old names like Jamie Dimon are fairly used to criticizing Gen Z over office work, unleashing jabs given the opportunity.
The JPMorgan CEO’s criticism of Gen Z has been making the rounds recently, showcasing disdain that many employers continue to hold for these young workers. Dimon told young workers, “It is an apprenticeship system,” and added, “You can’t learn working from your basement.” A large part of this criticism stems from his struggles with reaching remote workers during work hours or witnessing them distracted during calls, which can be understandably frustrating for an employer.
However, it is equally important to consider the workers as individuals with struggles of their own, as they try to find their place in an environment that constantly works to keep them out. Many of them are determined to build a career and earn their way up the ladder, but there are considerable challenges in the way.
A Fresh Perspective Is Necessary Before Enforcing RTO Policies
It is important to acknowledge that many leaders approach Gen Z workers by reminiscing about their own experiences and struggles and wanting to ensure younger workers go through similar challenges for the sake of their employer. From India to America, many business leaders have expressed their own struggles of having worked long hours, mocking younger workers for not wanting to do the same. This approach is extremely harmful and unnecessary for any workplace.
Understanding the real reasons for the resistance to the return-to-office-mandates in 2025 is the only way to find a solution that works for both employers and employees. There is a large chunk of the workforce that wants remote work, but there is a larger section that will be satisfied with a hybrid model. The key here is flexibility and room for negotiations.
Additionally, Gen Z is not opposed to RTO policies, but they may have reservations concerning the expectations that come with it. If coming back to work means being yelled at by managers face-to-face every day and mocked for lacking the professionalism expected in the workplace without any training to learn the ropes, it’s no surprise that many prefer to work from home.
Young professionals prefer office work for a few days a week and it’s important that these days are spent on building genuine connections and creating a welcoming atmosphere for those who come in. It is important to assess the work conditions in the office and the overall company culture before bringing workers in, and over time, employees may not be as opposed to hybrid work the way they are right now.
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