Guiding Employees Into the Next Phase of In-Office Work

In 2020, the way we worked changed almost overnight. Offices shut down, kitchen tables became desks, and Zoom became the new place to connect. What was meant to be a temporary adjustment quickly became the norm — one where companies pivoted, employees adapted and work-life balance took on a whole new meaning. 

Fast-forward to today, and we’re facing another turning point as many companies shift back to full-time in-office work after five years of remote and hybrid work models. And let’s be honest — this transition isn’t just about returning to a physical workspace. It’s about resetting expectations, changing behaviors and relearning how to work together in person. 

Here’s the good news. While remote and hybrid work offers undeniable benefits, research suggests that in-office environments play a critical role in fostering collaboration, engagement and employee well-being. A 2021 study by the American Psychiatric Association found that an estimated 67% of employees working remotely struggled to disconnect from work, while 65% of those surveyed felt isolated or lonely. 

This underscores the reality that the office isn’t just a place where we go to a desk — it’s a place that can foster connection, boundaries and teamwork. We’re better together, but that doesn’t make this shift to a new normal convenient.

So, how can companies effectively transition employees back to in-office work? It all starts with how leadership approaches and effectively communicates the change. 

Success begins with building trust.

Let’s face it: Change is scary, but trust can make all the difference in the world. Employees need to know that the decision to return to the office didn’t just happen overnight, but that leadership considered what’s best for the business and its employees. 

How can companies build trust during the transition?

• Communicate the “why” clearly. Employees are tired of the vague emails and blanket statements. Instead, share some of the real reasons behind the shift. 
• Be transparent about the pros and cons. Instead of just sharing the positives, acknowledge the trade-offs employees will have to make and involve them in the solutions. 
• Know that if there was ever a time to over-communicate, then it’s now. Employees don’t just want to know what’s happening; they want to understand the why, the how and what it means for them. Make the messaging frequent and accessible using emails, town halls, slack updates, leadership videos and Q&A sessions to ensure that everyone stays informed. 

Bottom line: The more open and honest the communication, the more employees will feel like they are part of a process and have a voice, whether they agree with the decision or not. 

Understand that change takes time.

Shifting back to full-time in-office work isn’t something employees will instantly be able to adjust to, especially after five years of remote routines. 

What is best way to ease resistance? Meet employees in the middle.

• Consider a stair-step transition. Moving back into full-time in-office work doesn’t have to be immediate. Starting with two or three days a week can help employees adjust. The key is transparency — employees may not like it, but they will appreciate having time to prepare. 

• Equip people leaders with a communications plan. Arm managers with resources like FAQs, talking points and messaging that explains the value, reasoning and expectations behind the decision. 
• Leverage an employee ambassador group. Bringing in influential voices from across the company can help leaders test messaging, get real feedback and address concerns early. 

Bottom line: Change is easier to accept when people feel they have a say. Giving them time and a sense of control can significantly reduce resistance. 

Meet resistance with support.

Even with a well-structured transition, some employees will struggle. The key is to anticipate challenges and provide support where you can.  

How can leadership provide support during the transition?

• Set clear expectations. Employees should know what’s expected when they are in the office and what resources they’ll have access to. 
• Make workspaces functional and inviting. The office should be a place where employees can feel comfortable and get their work done. Communicate what kind of environment employees can expect when they return to the office and how it will benefit them.
• Provide flexibility where possible. Commuting stipends, stair-stepping and support for caregivers are just a few ways companies can ease the transition for employees who face logistical challenges.

Bottom line: The more prepared and supported employees feel, the smoother the transition. 

Listen, adapt and iterate.

The return to the office shouldn’t be a one-and-done decision. Making it an evolving process based on employee feedback and performance will help set everyone up for long-term success. 

How can companies gather and act on employee input?

• Conduct surveys and feedback sessions regularly. Ask employees how they’re feeling before, during and after the transition.
• Leverage your leaders by having them act as a bridge between executive leadership and employees. Continue to help them communicate, gather feedback and share results. 
• Show employees their feedback matters. If employees share concerns, then acknowledge them and be transparent about what changes can and can’t be made.

Bottom line: At the end of the day, employees want to feel heard and valued. Even if their suggestions can’t be implemented, just knowing their opinions were considered can make a significant impact. 

By focusing on open communication, transparency, gradual transitions and offering genuine support, companies have the power to make this shift smoother and successful long-term. 

Because when done right, returning to the office isn’t just about where we go to work; it’s about how we work better together.