Navigating the Return to Office: A Guide to Getting it Right

As more businesses explore bringing their teams back to the office, many are discovering it’s a more complex challenge than anticipated.  A poorly executed mandate can create friction and risk alienating valuable talented employees.

The crucial point is not simply to recall people, but to do so with a clear, consultative strategy that strengthens the business.  Based on current market trends, here are some vital considerations for leaders planning their approach.

Start with a Data Supported "Why"

The most common reasons cited for a return to the office are often "Quality Issues" or a "Drop in Productivity."  While these are valid concerns, a blanket mandate without clear evidence can feel arbitrary and send an unintended message to your workforce: that the entire company is underperforming, or worse, everyone is to blame.

Before drafting any policy, build a well defined and logical case for the change.

• Use Data: Can you point to specific metrics, project outcomes, or client feedback that supports the need for more in-office time?

• Make it Make Sense: In 2020, the sudden shift to remote work was a logical response to a global crisis.  The logic for returning needs to be just as compelling and clearly articulated to your team

Empower Your Managers Before Issuing a Mandate

If performance issues are the genuine concern, a top-down, company-wide mandate is often a sledgehammer approach where a more targeted tool is needed.  Your managers and supervisors may be best placed to identify and resolve these challenges.

Think of it this way: if a team member came to you with a complex problem, your first question would likely be, "What have you tried so far to fix it?"  You would expect them to have explored several solutions.  Why wouldn't the same logic apply here before escalating to a company wide mandate?

• Manage First: Before executing a blanket policy, empower your line managers to address any emerging problems directly within their teams

• Offer Support: Managers themselves may be struggling with challenges that have arisen from new ways of working.  Provide them with the training and support they need to lead effectively in a hybrid environment before asking them to enforce a new policy

  
  

Assess Your Talent Risk

A critical, and often overlooked, step is to assess your talent risk.  In today's market, people with in-demand skills have options, and a loss of flexibility is viewed as a loss of trust, and this can be a powerful motivator to explore those options.

• Identify Critical Talent: Who are the most sought-after specialists on your team?  These are often the people your competitors are most eager to attract.

• Analyse the Impact: Can you truly afford to lose them?  If they were to leave, how easily could they be replaced?  A "stealth redundancy" effect, where your best people choose to leave, is a disastrous unintended consequence of a poorly executed mandate.

  
  

Whether your findings point towards a full return, a flexible hybrid model, or continuing with a remote-first culture, this consultative process is essential.  It ensures that whatever decision you make is a thoughtful evolution of your workplace, designed to strengthen your business and retain your most valuable people.