Employee adaptation in the return-to-office era within financial institutions

Purpose This study aims to examine the post-return-to-office challenges faced by the internal audit (IA) division of a financial services firm, focusing on employee retention. It aims to explore policy adjustments necessary to align with the evolving expectations of a workforce influenced by Generation Z and the pandemic-induced shifts in work dynamics. Design/methodology/approach Using a systematic review methodology, the study follows a seven-stage process, including the development of research questions, protocol creation, evidence gathering, quality assessment, data extraction and synthesizing the findings. This approach ensures a comprehensive analysis of the current state of employee satisfaction and retention strategies within the IA division. Findings The study identifies three critical insights: the need for enhanced flexibility and a better work–life balance, a growing demand for continuous learning opportunities, and the importance of promoting equity and inclusion within the workplace. Research limitations/implications Conducted within an 11-week time frame, this rapid evidence assessment faced time limitations and relied on a single researcher and limited databases. The assessment might not encompass external factors affecting employee retention, like industry changes, economic fluctuations or competitive shifts. Practical implications To augment retention, management should prioritize implementing flexible work policies, nurturing a culture of continuous learning and addressing equity and inclusion gaps within the division. Social implications This study has a significant social impact as it seeks to understand and quantify factors that contribute to the retention of Generation Z employees in financial institutions. Organizations can tailor their policies and practices to better support and retain this generation in the workforce, ultimately leading to a more engaged and satisfied workforce. This, in turn, can have broader societal implications, such as reducing turnover rates, improving job satisfaction and fostering a more inclusive and supportive work environment for all employees. Originality/value This research provides a fresh perspective on how management can better support employee retention through policy adaptations, particularly in the context of transitioning back to in-office work. The findings offer valuable insights into the unique needs of Generation Z employees, who represent a significant portion of the workforce and the broader implications for workplace policies in a postpandemic world.