Top Strategies to Achieve a Smooth Return-to-Office Transition 

In 2024, the return-to-office (RTO) movement signaled a big shift after years of pandemic-driven remote work. Many organizations were eager to bring back office culture, prompting employees to refresh their office attire, resume commuting, and return to physical workspaces. 

However, the transition has been far from seamless, fueling a debate between corporate control and workers’ desire for the freedom, flexibility, and autonomy they’ve grown to value. This tension sets the stage for 2025, as companies must decide whether to stick with in-person mandates or adjust their policies to meet employee expectations. Companies that achieve RTO success must find a middle ground that supports organizational goals while accommodating individual needs. 

The challenge of addressing return-to-office plans 

A recent survey reveals that 87% of companies plan to return to the office by 2025, while 64% have already made the shift. Proponents argue that RTO boosts productivity, improves culture, and drives revenue growth. In 2024, business giants like Amazon, Dell, and The Washington Post enforced strict five-day office weeks, ready to restore the “old habits” of pre-pandemic work. 

Despite these high-profile mandates, several signs suggest RTO may lose traction in 2025. Companies enforcing rigid office returns have faced unintended consequences, such as increased leave requests, decreased productivity, and the loss of top talent due to lack of consideration.

Many organizations are touting that RTO has led to increased productivity and revenue, though this remains unproven. I believe part of this narrative stems from organizations struggling to adapt to the remote work model. Without proper management training or the right infrastructure in place for a successful remote workforce, they feel compelled to bring employees back, at least part-time.

Stacie Haller, Chief Career Advisor of Resume Builder

This divide reflects mixed employee sentiments: 

• Optimistic employees value face-to-face collaboration and see RTO as an opportunity for improved communication and teamwork. 
• Apprehensive employees view RTO as a control mechanism rather than a productivity driver, voicing concerns about cost, commuting, work-life balance, and well-being. 

For some organizations, this friction has led to extreme measures, such as monitoring attendance and threatening job termination to enforce RTO policies. These tactics raise ethical concerns, as they risk creating a work environment dominated by control, fear, and insecurity. 

The transition to in-person work must be handled with respect and sensitivity to individual preferences and concerns. A forceful approach to compliance could jeopardize employee mental health and performance by increasing stress, burnout, and disengagement.  

Given diverse sentiments and ethical considerations, the workplace appears to be headed toward more personalized arrangements. Companies that balance organizational goals with empathy and flexibility are best positioned to foster employee satisfaction and retention, promoting long-term success.

Since we’ve been back in the office, we’ve noticed a significant enhancement in our communication and collaboration…However, the commute and returning to a routine office setting have posed challenges for some. To mitigate this, we’ve introduced hybrid work options and flexible schedules, finding a middle ground that values the advantages of face-to-face collaboration while appreciating the perks of working remotely.

Mark Hirsch, Co-founder and Personal Injury Attorney at Templer & Hirsch

Combatting RTO resistance 

Addressing employees’ concerns about returning to the office ensures a smooth transition and demonstrates responsiveness to workforce needs. 

Financial Concerns

The costs of commuting, office attire, daily lunches, and more add up, with some employees reporting spending between  20% and 30% of their paychecks  to return-to-office. To alleviate this burden, offer solutions like: 

• Free or subsidized parking 
• Complimentary or subsidized lunches 
• Workshops on cost-saving strategies (e.g., meal prepping, purchase waiting periods)  

Childcare/Dependent Care

Employees with caregiving responsibilities may struggle to balance RTO with their duties at home. Support measures include:   

• Subsidies for childcare services 
• Partnerships with local childcare providers   
• On-site childcare services 
• Flexible work hours to accommodate caregiving schedules   

Mental Well-Being

RTO stressors (e.g., commuting anxieties, health concerns, work-life balance challenges) call for flexible accommodations and mental health support measures, such as: 

• Conducting one-on-one mental health check-ins   
• Partnerships with therapy and counseling services   
• Organizing wellness activities like meditation and mindfulness exercises 

Seven empathic return-to-office strategies for a smooth transition 

As employers continue to refine their RTO plans, they must balance organizational objectives with employee needs to ensure a seamless transition that upholds a commitment to well-being. 

1. Foster two-way communication 

Organizations must prioritize transparency by sharing the rationale behind the RTO plan and providing regular updates about the process. Welcoming feedback through open forums and frequent check-ins ensures employees feel like active participants in the process rather than reluctant subjects. Employers that adapt their strategies accordingly demonstrate authentic care for employees. 

2. Practice empathetic leadership 

Effective leaders do more than manage the logistics of returning to the office; they prioritize their teams’ emotional well-being. This involves recognizing and adapting to individual challenges and concerns, cultivating a psychologically safe environment where employees trust leadership to address their needs. 

Leaders also set the tone for how the organization’s values align with the RTO plan. If a company emphasizes flexibility but enforces a rigid RTO mandate without considering individual needs, it can raise questions about the organization’s integrity. Therefore, leadership must lead with empathy and adaptability, ensuring that the RTO process reflects a genuine commitment to employees’ professional and personal well-being. 

3. Embrace flexibility 

A one-size-fits-all approach rarely aligns with the range of circumstances and job roles within an organization. Work arrangements should be as adaptable and varied as the people they serve. 

4. Offer meaningful benefits 

Commuting, work-life imbalances, and financial strain are common concerns surrounding RTO. For many employees, the costs of commuting, office attire, and daily lunches can add up to over $45 per day. Employers can alleviate these burdens by offering: 

• Commuter benefits 
• Childcare benefits  
• Catered meals 

These perks address practical and personal challenges employees may face when returning to the office. 

5. Implement a hybrid work arrangement 

As of Q4 2024, nearly 70% of US employers offer some form of work location flexibility, with 43% implementing structured hybrid models. Hybrid work, which marries the strengths of remote and in-person setups, is a sustainable solution that balances employee flexibility with in-person collaboration.

6. Upgrade the office 

One survey indicates that employees are more inclined to work in person if their office provides a blend of spaces that cater to their needs (e.g., quiet spaces, collaboration zones). This enhances the employee experience and promotes inclusivity by accommodating individuals who thrive in less distracting environments. 

7. Provide mental health support 

The transition back to the office may introduce stressors like commuting anxieties, work-life imbalance, and potential health risks—all of which can impact mental well-being. To support mental health, employers can implement: 

• One-on-one mental health check-ins 
• Partnerships with therapy and counseling services 
• Wellness activities like meditation and mindfulness exercises 

Tips for building your organization’s return-to-office plan 

There’s no universal solution for RTO. Customizing your plan to employee needs, organizational objectives, and available resources ensures a balanced, sustainable work arrangement. 

1. Identify RTO policies

Determine which RTO policy best fits organizational needs and priorities: 

• Optional return-to-office: For roles where in-person work is not essential, offering employees the choice to work from the office or remotely can maximize employee satisfaction while lowering overhead costs for the organization.  
• Hybrid return-to-office: Hybrid work arrangements blend in-office and remote work to balance flexibility with team cohesion.
• Full-time return-to-office: In industries that rely on physical presence, such as manufacturing or laboratory work, full-time in-office work is often required.

2. Assess employee needs 

Before cementing a return-to-office plan, conduct an employee survey to tap into the workforce’s preferences and concerns. Include questions like, “How many days per week would you prefer to work from the office?” and “What concerns do you have about returning to the office?” Organizations should use feedback to guide decisions, supporting employee satisfaction and retention while maximizing performance and productivity. 

3. Take a flexible & inclusive approach 

Since employees have varying needs, circumstances, and preferences, consider providing flexible options within hybrid work arrangements, such as: 

• Implementing a freeform hybrid model, which has a set number of required days at the office while giving employees the autonomy to choose their in-office days   
• Allowing flexible work hours   
• Offering the option of fully remote work where applicable 

4. Balance employee preferences & business requirements 

Align the return-to-office plan with the company’s purpose while accounting for individual roles and responsibilities. Consider that remote work suits roles that are largely independent and can rely on technology for communication, while in-office work supports roles that demand face-to-face interactions and hands-on collaboration. 

5. Optimize tech for return-to-office 

Tools like project management software, video conferencing, and shared digital workspaces are foundational to collaboration within a hybrid setup. Provide training for these tools and seek feedback from employees to refine tech solutions for more efficiency. 

6. Maximize security for return-to-office 

Hybrid work often means an increase in the number of devices accessing the company’s network remotely, which can pose cybersecurity risks. Partner with IT to enforce protocols like secure VPNs, multi-factor authentication, and regular security training. Establish clear policies for personal device use to safeguard company data.

This article was last updated on February 3rd, 2025