As businesses transition back to pre-pandemic rhythms, one topic continues to stir debate: the return to office (RTO). For many companies, the challenge isn’t reopening the office it’s making it appealing again.
The hybrid work tug-of-war between leaders and employees has exposed the need for a more thoughtful, flexible approach. Employees want to retain the autonomy and balance they gained during remote work, while employers are looking to boost collaboration, innovation, and culture through increased in-person interaction.
So, how can organisations strike the right balance?
At Resource Provider Ltd, we believe the future of work lies in crafting a hybrid model that supports both business goals and employee well-being. Read on to discover practical strategies that will help your organisation manage RTO expectations and build a thriving hybrid culture.
How Employees Really Feel About Returning to the Office
The shift to remote work during the pandemic created new standards for flexibility and work-life balance. Understandably, many professionals are reluctant to give that up.
According to our Talent Trends 2024 report, based on insights from 50,000 professionals globally:
- 39% of employees are now in the office more often than they were 12 months ago, averaging three days per week.
- 43% attribute this change to updated company policies.
- Of those impacted by new RTO mandates, 52% are actively job hunting and 46% are undecided about staying.
The data paints a clear picture: mandatory office policies risk pushing talent away. In fact, recent high-profile examples such as Dell’s policy that barred remote workers from promotions show just how quickly rigid RTO rules can backfire.
So, what’s the solution? Instead of forcing attendance, organisations should focus on making in-office time meaningful.
Building a Hybrid Work Environment That Works
Avoid the “Us vs. Them” Mentality
It’s easy for a divide to form between remote and in-office workers, especially when expectations shift suddenly. Instead, lead with empathy. Understand that employees need time and clear reasoning to adjust.
Reframe the return-to-office discussion around shared benefits like collaboration, mentorship, spontaneous innovation, and stronger relationships not punishment or pressure.
Communicate Expectations Early and Clearly
Transparency is essential. Be open about your hybrid work policies from the start during recruitment, onboarding, and internal updates. A well-defined policy helps avoid confusion and builds trust.
Here’s how to get started:
- Define your hybrid model: Clarify which roles are hybrid, remote, or office-based, and the expectations tied to each.
- Offer flexibility: Where possible, allow for compressed work weeks, part-time remote work, or flexible start and end times.
- Maintain open communication: Use consistent, inclusive channels (like team platforms, video updates, or newsletters) to share updates and expectations.
Prioritise Employee Well-Being
A healthy hybrid workplace supports both mental and physical wellness. Small but meaningful actions can go a long way in showing employees they’re valued.
- Design ergonomic spaces: Invest in comfortable, adjustable furniture both at home and in the office. Accommodate neurodiverse employees with thoughtful design choices like soft lighting and quiet zones.
- Support mental health: Offer resources such as access to mental health professionals, well-being days, and quiet rooms to decompress.
- Promote work-life balance: Encourage boundaries and self-care. You can even consider incentivising wellness with step-tracking apps, meditation tools, or fitness challenges.
Encourage Collaboration and Community
Rebuilding connection is vital but it doesn’t happen automatically.
- Use hybrid-friendly tools: Make sure meetings are inclusive by using tech that supports remote and in-person collaboration equally.
- Create shared experiences: Organise team activities that work for both remote and on-site employees. If one version doesn’t fit all, don’t force it. Try offering virtual and in-person options or simply ask what your team prefers.
- Foster consistent patterns: Consider setting shared in-office days to avoid empty offices. Planning key meetings or team lunches on those days can boost morale and create a sense of community.
Measuring the Impact of Hybrid Work
To understand if your hybrid strategy is effective, make data your guide.
- Track key metrics: Look at employee satisfaction, retention, productivity, and engagement levels.
- Gather feedback regularly: Run anonymous surveys and team check-ins to learn what’s working and what needs adjusting. When employees feel heard, they’re more likely to engage with new initiatives.
Moving Forward With Confidence
The return to office is not a reversal it’s a reinvention. Companies that approach it with flexibility, empathy, and a clear plan are more likely to retain top talent and build an engaged, resilient workforce.
For deeper insights into what today’s professionals value from flexibility and salary expectations to diversity and AI readiness download our full Talent Trends 2024 report.
Stay ahead of the curve. Discover how you can make hybrid work, work.