12 Jun Building Workplace Culture During Return to Office
Since 2022, over 50% of companies have established some kind of return to office policy. But what are they doing about the culture employees are returning to?
For companies, managers, and employees alike, this shift back into the office presents both challenges and opportunities. A growing workplace culture ensures employees feel valued, inspired, and connected.
When executed thoughtfully, a return to office (RTO) strategy can enhance engagement, retention, and overall performance.
How to Build a Thoughtful RTO Strategy
A successful RTO plan balances business objectives with employee well-being. It’s not just about getting people back into the office—it’s about making it worth their time. While some are excited about the return to in-person collaboration, others worry about loss of flexibility, increased commute times, and added expenses.
As SHRM notes, “Remote work has led many workers to feel less stressed by having more control over their lives, whether that’s greater availability to care for school-age children, increased time for meal planning and exercise, or healthier budgets due to reduced transportation and clothing costs.”
Recognizing these concerns is the first step in building a supportive workplace culture during RTO.
To ease the transition, organizations should:
- Clearly communicate the reasons for returning to the office, linking it to business goals and employee development. Employees are more likely to embrace RTO when they understand how it benefits them. Leaders need to clearly express how working in the office aligns with the company’s goals, enhances teamwork, and opens up fresh avenues for growth. Get the team excited to find new opportunities and connections through in-person dialogue!
- Reinforce the value of in-person work, such as improved mentorship, better collaboration, and stronger team connections. So much of the workforce has become accustomed to working remotely, so it’s crucial to show what they gain by being in the office. Whether it’s easier access to leadership, spontaneous brainstorming sessions, or faster problem-solving, companies should put the unique advantages of face-to-face interaction on a podium. Consider hosting networking events, team-building activities, or leadership office hours.
- Offer flexibility where possible, such as hybrid models or phased returns, to accommodate individual needs. Organizations should explore hybrid options. Phased returns and gradually increasing in-office days over time—can also help employees adjust without feeling overwhelmed. Additionally, providing flexible start and end times can alleviate commuting stress and support work-life balance.
- Gather the feedback, measure the engagement, make data-driven adjustments.
This will help create a workplace where employees feel valued, supported, and motivated to return—not just required to.
Make The Return to Office Worth Their Time
A successful return-to-office plan balances business objectives with employee well-being. It’s not just about getting people back into the office—it’s about making it worth their time.
Companies must demonstrate how in-office work drives innovation, strengthens teams, and contributes to long-term success. For example, research suggests that in-person onboarding leads to better performance and lower turnover compared to remote onboarding.
HBR highlights this impact, “New employee turnover rates can be as high as 20% in the first 45 days, and approximately one-third of employees leave their new jobs within the first 90 days.” The ability to build meaningful relationships in person plays a major role in retention.
Additionally, companies should consider:
- Offering incentives such as commuter benefits, free meals, and childcare support.
- Providing mental health resources to help employees manage workplace transitions.
- Addressing work-life balance concerns by offering flexible hours or adjusted schedules.
Original content by the The Mitratech Blog. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.