Data-Driven RTO: How Predictive Index Can Optimize Your Return-to-Office Plan

The Return-to-Office (RTO) debate has been talked to death—and let’s be honest, most of us are over it. With fewer than 10% of US employees wanting to be in the office full-time, it’s clear that rigid mandates are outdated. HR leaders and business leaders are ready to move beyond old-school RTO policies, instead emphasizing flexibility, trust, and collaboration.

The truth is, forcing people back into the office without considering employee preferences can hurt productivity and morale. A one-size-fits-all approach won’t work. The better strategy? Focus on your organization’s goals and assess whether in-person, remote, or hybrid work best supports them. Regardless of your decision, the Predictive Index (PI) can help make your RTO plan seamless and data-driven.

Strategy 1: Deciding Who Should Return

One of the toughest RTO decisions is figuring out who needs to be in the office and who can thrive remotely. This is where the PI Behavioral Assessment becomes invaluable. By understanding your team’s unique behavioral profiles, you can build a thoughtful, personalized RTO strategy rooted in data-driven decision-making.

Behavioral Insight Examples:

• Connectors: Employees with high extraversion scores (High B) thrive in dynamic, face-to-face environments. They draw energy from social interactions, making them ideal candidates for in-office roles where collaboration and brainstorming are critical.
• Introspective Thinkers: Team members with low extraversion (Low B) prefer independent, focused work. They may be more productive in remote settings with fewer interruptions, excelling in tasks requiring deep concentration.

By using PI, you can decode work preferences through behavioral insights, making better decisions about who should be in the office, how often, and why.

Explore more: Who should be remote and how to manage them

Strategy 2: Customizing Management Styles

An RTO policy is only as effective as the managers enforcing it. With PI, leaders can tailor their management styles to fit the unique needs of each team member, ensuring productivity and engagement—regardless of location.

How to Manage by Behavioral Drives:

Low Extraverts:

• Schedule meetings in advance so they can prepare.
• Allow independent “think time” for deep work.
• Keep meetings focused, minimizing unnecessary chatter.

High Extraverts:

• Use video calls for face-to-face engagement when remote.
• Build frequent check-ins into the calendar.
• Offer social opportunities during in-office days to build community.

This customized, data-centric management approach helps managers build trust and support team members in the environments where they work best.

Explore more: Retain your High Performers with Key Motivators from PI insights

Strategy 3: Communicating Change

Change is hard—but it’s even harder without clear communication. This is where another key PI factor—Patience (C)—comes into play. People with a high drive for patience crave stability and predictability. They need extra time and multiple touchpoints to process change effectively. Understanding your team member’s drive for patience and response to change can give you clues on how to communicate change effectively.

Best Practices for Communicating Your RTO Plan:

• Set Clear Goals: Share business objectives behind the RTO policy to help employees understand the “why.”
• Use Multiple Channels: Send emails, host town halls, and create internal FAQs to cover all your bases for those that want more details.
• Offer Ongoing Updates: Provide frequent updates and opportunities for Q&A sessions to ease transitions.

When employees understand not just the policy but also its purpose and expected outcomes, they are far more likely to embrace change. 

Explore more: How to get Better Alignment When Communicating Change

Measuring RTO Success

An effective RTO strategy doesn’t stop at implementation—it requires ongoing measurement and adjustment. Tracking key performance indicators (KPIs) ensures that your RTO plan delivers desired results while maintaining employee engagement.

Essential KPIs to Monitor:

• Employee Engagement Scores: Use regular surveys and pulse checks to gauge how employees feel about the work environment—whether remote, hybrid, or in-office.
• Productivity Metrics: Monitor individual and team productivity through project management tools, task completion rates, and performance reviews.
• Retention Rates: High retention rates signal that employees are satisfied with the work environment. Use exit interviews and stay interviews to identify factors influencing retention.

How PI Data Helps:

Predictive Index data helps leaders understand how their teams are working together, making it easier to adjust management styles and work models. By looking at how employees’ natural behaviors influence productivity and engagement, organizations can improve how they manage teams, set goals, and structure work environments to better meet business needs.

Explore more: Preview PI’s Performance Management Software and Employee Experience Survey

Conclusion: The Future of Work Is Choice

The future of work isn’t about being fully remote or fully in-office—it’s about choice. Data-driven leadership means leveraging behavioral insights to balance flexibility with business goals. By using PI tools, you can create personalized work arrangements that drive productivity while fostering a culture of trust and transparency. When leaders make data-driven decisions grounded in talent optimization, they unlock the full potential of their teams, leading to sustainable success in a hybrid world.