I agree with the sentiment, but there is something about the way that it’s written makes me want to disagree with the author. I think it’s their tone that they’re using in their writing.

Anyways, a part of this is confirming to me that the people calling for RTO are surprised at the outcome when they face attrition and recruitment trouble. There’s no way that when they call for RTO nowadays that they shouldn’t expect those problems.

If you’re keeping compensation and benefits the same, but take away WFH, don’t be surprised when people jump for the same job with WFH. You need to account for the lack of WFH with something (a lot more money)