How to Build a Return-to-Office Strategy That Works
By Marcus Chen · January 10, 2025
Getting people back to the office isn’t about mandates—it’s about creating an environment where employees genuinely want to come in. Here’s a framework for building a return-to-office strategy that actually works.
Start With Why
Before deciding how many days people should be in the office, clarify why you want them there. “We want to strengthen team bonds and improve collaboration” is compelling. “We’re paying for office space” is not.
Step 1: Gather Data and Listen
Survey employees, analyse current attendance patterns, understand team-specific needs, and consider commute distances and personal circumstances before making any decisions.
Step 2: Design for Flexibility
Rigid policies breed resentment. Consider team-level autonomy, core hours, role-based flexibility, and allowances for when life happens. Instead of “everyone must be in Tuesday through Thursday,” design something that adapts.
Step 3: Make the Office Worth Coming To
If employees are going to commute, make it worthwhile. Quality spaces, social elements, the right equipment, events and activities. The question employees ask is: “What can I get at the office that I can’t get at home?”
Step 4: Enable Easy Coordination
One of the biggest frustrations with hybrid work is showing up to an empty office. Solve this by providing visibility into who’s coming in, making it easy to plan office days as a team, and coordinating lunch and social activities.
Step 5: Communicate Clearly and Often
Explain the “why” behind your approach, set clear expectations, address common concerns proactively, and create channels for ongoing feedback.
Step 6: Measure and Iterate
Track attendance patterns, conduct regular pulse surveys, hold retrospectives with teams, and adjust based on what you learn. Your first approach won’t be perfect—plan to iterate.