When organisations implement rigid return to office (RTO) mandates, high-performers, millennials, and women are the three employee segments most likely to quit their job, according to new Gartner research.

The firm’s survey of over 2,000 knowledge workers measured the effect of mandated requirements on employee outcomes.

Among high-performing employees, their intent to stay was 16% lower with strict RTO mandates, which was double the rate of “average” employees. Among millennials and women, the intent to stay was 10% and 11% lower respectively.

“Mandated on-site requirements can carry very steep costs for talent attraction and retention,” said Caitlin Duffy, director in the Gartner HR practice.

“This is especially true for high-performers, women and millennials – three employee segments who greatly value flexibility.”

“Often these costs far outweigh the moderate benefits to employee engagement and effort.”

When it comes to high-performers, Gartner said they often react to RTO mandates as a signal that their organisation doesn’t trust them with the autonomy to make the best choices about how they do their work.

They feel that they have proven themselves and maintained high levels of performance throughout the pandemic and remote working.

Female employees reported that they prefer remote settings due to fewer encounters with microaggressions and biases, as compared to working in an office.

Gartner noted that when organisations mandate rigid in-office times and days, women disproportionately face greater schedule complications and significant monetary costs related to caregiving responsibilities.

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The research firm’s data also showed that millennials chafe more at RTO mandates, as they have a better understanding of what environment supports their best work, yet are less able to customise their environments when forced to operate within rigid on-site requirements.

Further, it was found that millennials employees’ performance was lower at organisations with RTO mandates.

In the face of this, Gartner suggested firms should motivate employees to return to the office rather than mandate; consider policies that focus on-site attendance per year, not per week; enable employees to shape the RTO policy; and provide a clear reason behind requirements for working on-site.