The return-to-office (RTO) mandates have been met with a mix of relief and resistance. While some employees may be eager to reconnect with colleagues in person, others struggle with the transition—especially if they’ve built a work-life balance that depends on remote flexibility.
As a leader, you set the tone. If you’re not fully committed to the transition, your team won’t be either. But beyond simply showing up, your role is to make the shift as seamless and motivating as possible. Office returns don’t have to mean a step backward in flexibility, autonomy, or engagement.
Here’s how you can help your employees adjust to this new normal.
Communicate the why behind the return to the office
Before enforcing policies, take a step back and ensure your team understands why the return to the office is happening. Make your team see the value behind the change. Are in-person collaborations improving company innovation? Do clients expect more face-to-face interactions? Are there concerns about company culture and engagement?
“The most important thing we as leaders can do is communicate openly and listen to employee concerns,” says Kevin Liu, California-based VP of products at Octoparse, about his leadership experience returning to the office after working remotely for three years. “A top-down decision with no discussion can lead to frustration, but if leaders explain the reasons behind the shift and ask for feedback, employees will feel more included.”
It's time for transparency. Acknowledge challenges, listen to concerns, and keep the conversation open. A rigid, top-down approach will only fuel resentment and disengagement.
Offer flexibility where possible
If the past few years of work and research have proven anything, it’s that flexibility leads to productivity—not the other way around. Instead of treating office returns as a return to old ways, consider what elements of remote work can be preserved. Can you implement flexible start and end times? Offer hybrid schedules? Designate focus hours where meetings are off-limits?
“Phased returns can also help ease the adjustment,” Liu says. Employees are more likely to commit to return-to-office mandates if they still have some control over their schedules.
Create a welcoming and engaging office environment
For employees who spent years perfecting their home office setup, returning to a sterile cubicle can be a major downgrade. “It’s important to acknowledge the challenges employees face, like commuting stress or work-life balance changes, and find ways to support them, such as providing commuting stipends or wellness programs,” Liu says.
To manage possible discomforts, lead with empathy. Ignoring these challenges can create a big elephant in the room. Overall understanding, along with simple upgrades—like comfortable seating, better lighting, or collaborative lounge spaces—can make a big difference.
Consider how you can make the office feel more like a destination rather than an obligation. If the office feels like a space employees want to be in, they’ll be far more engaged.
The office experience should feel intentional—and that doesn’t always mean relying on a company budget. “Host in-person meetings, informal huddles, and social catch-ups,” says Kerry Anne Eales, Atlanta-based chief HR officer at Smith + Howard. “Greet people by name. Walk the floor. Listen. Small actions go a long way in making the office feel worthwhile.”
Make the office feel like a place people want to be, not just where they have to be.
Lead by example
Your team is watching. If leaders rarely show up to the office or seem disengaged when they do, employees will follow suit. The return-to-office policy can't be just about physical presence. Aim to foster a culture of collaboration, motivation, and connection.
Be present. Use in-office time to engage with your team, have meaningful conversations, and make in-person work feel valuable. Show employees that this shift isn’t just about the duty of return-to-office mandates—it’s about creating a work environment where they can connect, collaborate, and thrive.
Read this next: How to Build Rapport with Your Team (and Why It Matters)
Leaders are the blueprint of the return to office culture
The impact of return-to-office mandates depends largely on how they’re implemented. A successful transition fosters an environment where they feel engaged, valued, and motivated. By communicating the why, maintaining some flexibility, improving the office experience, and leading by example, you can make office returns a smoother, more positive shift for your team. The goal isn’t just to bring people back—it’s to build a workplace where they want to be.