As the push to bring more employees back to the office gains momentum, HR leaders and business owners must ask if the return is worth it. According to recent data, only 27% of companies will be fully in person by the end of 2025.
As a whole, the remote work model will likely remain largely unchanged compared to the year prior. Despite this trend, many businesses are still eyeing return-to-office (RTO) initiatives. Is your company one of them? If so, make sure the return is purposeful. These tips will help you address change resistance and get employees on board.
Start by Stating Your Why
Don’t let “because everyone else is doing it” drive your decision. Be clear on what you hope to gain:
- Culture and Innovation: Some things happen more naturally in face-to-face conversations
- Learning and Visibility: Entry-level employees often value proximity to coworkers for exposure, coaching, and career development
- Better Team Dynamics: Some functions benefit from in-person client work or cross-functional coordination
Once your purpose is clear, you can design an RTO plan aligned with specific outcomes.
Create an Office That Earns the Commute
If you’re going to ask your employees to battle traffic, drop childcare, and rearrange their lives, your office must deliver more than just a desk. Here are some tips to create a workplace that makes the commute worthwhile:
- Thoughtfully design the office to include collaborative areas, quiet rooms, and private zones
- Provide extras such as barista-grade coffee and snacks
- Prioritize comfort with amenities like ergonomic seating and adjustable standing desks
- Offer flexible scheduling to give employees some control over their work hours
- Consider offering incentives or stipends to mobilize your workforce
If the office experience doesn’t feel better than working from home (or at least equal), you’ll battle resistance.
Lead With Empathy and Understand Personal Constraints
Many employees face real obstacles when returning to in-person work, such as long commutes and caregiving duties. Health considerations are another concern for some. Heavy-handed mandates often ignore these dynamics, and forcing attendance can alienate employees, making them feel undervalued or unheard.
To lead an RTO initiative with empathy, consider these best practices:
- Survey your workforce about preferences and constraints before you finalize RTO plans
- Offer accommodations or phased returns
- Encourage teams and managers to model flexibility and psychological safety
- Use trust-based metrics to understand employee sentiment
Your employees need to know that your priorities include not only the company’s needs but also their well-being.
Use a Phased Rollout With Transparent Communication
Transitioning from fully remote to full in-office presence overnight is rarely successful. Instead, try the following strategies:
- Bring in pilot groups or departments
- Identify core days (e.g., three mandatory, two optional)
- Evaluate your plan every few months
- Adjust based on employee feedback and performance
Throughout this process, communicate clearly and frequently. Share your findings and your rationale for any changes.
Measure What Matters Beyond Attendance
Don’t mistake presence for productivity. Some better metrics to track include the following:
- Employee engagement and satisfaction
- Collaboration and cross-team project outcomes
- Retention and voluntary turnover
- Time in productive work vs. nonproductive meetings
- Recruiting appeal
- Perception of the employer brand
You want to know how people feel about your business and the company culture. The goal is to uncover potential issues before they become systemic.
Be Ready to Pivot
The modern workplace is fluid. Mandates that you set today may need to be adjusted tomorrow.
Don’t get locked into a particular course of action just because it was announced through official channels. While the leadership team does need to be a source of stability, it is better to adapt than to be left behind. Your employees will view this as responsiveness, not inconsistency.
Partner With AssetHR
Calling employees back to the office isn’t inherently bad or good, but it only works when it’s done thoughtfully. If you are planning an RTO initiative or are already in the midst of one, use the tips above to incentivize your team to show up. Need some outside support to make your RTO strategy a success? AssetHR can assist with everything from voluntary benefits offerings to handling your in-person initiative. Our professional consultants will create a plan that addresses the unique needs of your business. Contact our team to schedule a consultation.