On January 20, 2025, President Donald Trump signed an executive order requiring all federal employees to return to in-person work full-time. This decision marks the end of widespread remote work arrangements in the federal workforce. While the order directly impacts government employees, it may also influence broader workplace trends, particularly in sectors that have embraced hybrid work models.
The IT and Global Capability Center (GCC) sectors are likely to feel the effects of this shift. While some companies have already encouraged employees to return to the office, others continue to offer flexible work models to attract and retain skilled workers.
The decision to maintain remote or hybrid work varies by industry, company size, and infrastructure investments. Businesses that do not offer flexibility may struggle to compete for top talent, especially in cities where commuting remains a challenge. Talking to SightsIn Plus a few HR leaders have expressed their opinions-
Importance of Flexibility
HR veteran Ram Prasad emphasized that flexibility is critical for any organization’s success. Companies that fail to adapt risk losing skilled professionals to more accommodating workplaces. While working in the office has its benefits, forcing employees back without need-based flexibility could negatively impact retention and productivity.
Dr. Pradyumna Pandey, a renowned HR leader said that remote work offers convenience, but ensuring employee productivity from home is essential. Organizations that have invested in technology to support remote operations are more comfortable with hybrid models. However, those lacking strong digital infrastructure may feel pressured to return to in-office work.
Balancing Employee Growth and Workplace Policies
Rajesh Tripathi, CEO of Kenbox [Prajjo] Group, said that companies must make workplace decisions based on their business needs. No two organizations are the same, and their policies should reflect their specific operational requirements.
From employee perspective, he pointed out that those looking to move up in their careers benefit from working in an office environment. Face-to-face interactions help employees develop leadership skills, collaborate effectively, and gain exposure to new opportunities.
However, forcing employees into rigid work structures without considering individual preferences could be counterproductive.
Future of Hybrid Work in IT and GCC Hubs
HR thought leader Milind Mutalik shared insights on the current trends in IT and GCC sectors. As of December 2024, around 60-70% of these companies follow a hybrid model, requiring employees to be in the office for part of the week. Many mid-sized firms gave up office spaces during the pandemic and are now assessing whether to reinvest in infrastructure or continue hybrid work.
By April 2025, some organizations may push for more in-office days, particularly in cities like Bangalore, where traffic congestion makes daily commuting difficult. Companies will need to balance cost-saving measures with productivity and talent acquisition strategies. If employees can maintain efficiency while working remotely, businesses may continue offering flexible work arrangements to attract skilled professionals.
The shift back to office-based work is complex, with varying impacts across industries. While some companies may follow the federal government’s lead, others will prioritize employee needs and operational efficiency when shaping their workplace policies.
Conclusion
The shift to in-office work will impact industries differently, with flexibility remaining a key factor in talent retention and productivity. While some companies may reduce remote options, others will continue hybrid models based on operational needs. Balancing employee preferences with business goals will shape the future of workplace policies across sectors.
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