According to a recent Robert Half survey, a growing number of U.S. executives are willing to increase salaries to bring employees back to the office. With 66% of managers open to raising starting pay for positions that could be remote, companies aim to attract and retain top talent while addressing skill gaps. Of these managers, 59% would provide up to a 20% pay raise for employees willing to work fully in-office. This approach comes as nearly half of managers report challenges in meeting salary expectations amid today’s tight labor market.

CEO Sound Off: It makes sense if companies want employees to work onsite 

For Bryan Luoma, CEO of Tahche, this trend comes as no surprise. It’s difficult to convince employees, who’ve been accustomed to working remotely or flexibly, to go back to the office. So it simply makes sense to give them a perk to work onsite again. And if all else fails, paying them more is a practical solution.

In addition, wages now outpace inflation in the U.S. Employees are experiencing significant wins in terms of benefits. As such, Bryan sees the trend as a natural response to the tight labor market, where incentives like higher salaries can make a difference in talent retention and attraction. 

Recognizing that in-office collaboration is essential for business growth and mentorship, Bryan still recommends working onsite despite the possible burden of increased salaries. He notes that companies focused on developing future leaders and maintaining robust internal networks benefit from physical proximity.

However, he believes that organizations must go beyond better wages to build an environment where employees feel engaged and valued. For Tahche, this includes healthcare, extra vacation days, and meaningful company culture initiatives, such as clubs for various interests and company-wide events. With a diverse team of over 500, Tahche’s approach caters to a wide range of employee preferences and ensures engagement across different groups.

Companies that recognize and respond to the full spectrum of employee interests, from competitive pay to unique work experiences, are more likely to overcome labor market challenges and create a balanced, appealing workplace culture.

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