Back in Office? 6 Ways to Reignite Culture and Engagement

After years of remote and hybrid setups, many organizations are finalizing (or re-finalizing) their return-to-office (RTO) plans with productivity, culture, and engagement in mind. These new norms are unfolding at a time when employees have grown accustomed to flexible hours, robust wellness perks, and—let’s be honest—wearing pajama pants during Zoom calls.

According to Gallup, employees will expect (and demand) even more in terms of well-being, benefits, and culture in 2025. Meanwhile, the Society for Human Resource Management (SHRM) forecasts that fully embracing technology and flexible policies will be key to ensuring companies don’t lose top talent.

Here are six steps you can take to hold on to your best employees and keep them happy, healthy, and engaged at the office.

1. Start with Employee Wellbeing

SHRM’s ‘Employee Mental Health in 2024’ Research Series found that 35% of workers feel their jobs negatively affect their mental health. To avoid contributing to that statistic, offer expanded coverage for teletherapy, subsidized copays, and flexible PTO that acknowledges family and caregiving responsibilities.

Also, consider offering benefits that address key life stages, such as menopause resources, fertility coverage, or adoption support. Showing you care about real-world challenges can foster loyalty more effectively than any motivational poster. (Trust me, employees can spot recycled corporate lingo a mile away.)

2. Rethink Your Physical Office Space

If you want people back, give them a reason to show up besides “we’re paying rent.” Provide communal tables for collaboration, enclosed nooks for focus, and on-site perks like comfy lounges and fresh fruit from The FruitGuys that actually tastes good, not like something beamed in from a 2019 break room time capsule. Upgraded spaces can turn a commute into a “commute-worthy” trip—especially if you’re looking to combat that all-too-real fear of returning to the office (FORO, anyone?).

3. Refine Communication and Culture

A strong culture can be worth its weight in gold. Yet Gallup’s data finds only 20% of employees feel truly connected to theirs. To remedy this, host short weekly huddles, encourage two-way feedback, and celebrate the small wins—preferably with a fruit cart roll-by or at least something more compelling than stale donuts.

If your first in-person all-hands after a two-year hiatus feels like a middle school dance, don’t stress. Open dialogue, good snacks, and a dash of humor can break the ice and bridge those remote-to-office gaps. According to SHRM, creating a culture where employees feel psychologically safe is vital for long-term engagement.

4. Support Personalized Benefits and Lifestyle Perks

Korn Ferry’s research shows younger generations prefer flexible spending accounts, relevant lifestyle perks, and practical services like errand running over other perks. To show your staff that you care, acknowledge the many hats they wear outside of work. Now’s the time to embrace the “Work + Life” equation, not just “Work + Survive” to create a healthier culture and more engagement. Sometimes, the difference between a happily retained employee and two weeks’ notice is as small as a free meal delivered during crunch time or permission to work half-days when stress peaks.

5. Make Retention a Priority—Especially for Younger Talent

Gen Z is projected to comprise nearly 30% of the workforce by 2030, and its cohort is big on continuous learning and purposeful work. Offer mentorship programs, leadership paths, and skill-building opportunities to keep them engaged. 

Younger employees also want transparency around company values, and for companies to actually stick to them. There’s no sense in flaunting a “green” policy if you’re still printing 200-page reports for no reason. 

6. Embrace AI—But Reassure Employees

Automating tasks like screening, onboarding, and administrative work can streamline processes, but 62% of managers report their employees fear AI might replace their roles. Make it clear that AI is more like a tireless intern who handles the snooze-worthy stuff, freeing humans for strategic and creative tasks.

Give employees training so they feel empowered, not threatened. Also, emphasize fairness and transparency around data collection—no secret AI overlords, please.

Final Thoughts: Building a Sustainable ‘Back in Office’ Culture

RTO is more than a scheduling shift; it’s an ongoing evolution driven by the rapidly changing expectations of today’s workforce. As you plan, remember that small gestures stack up to better culture and engagement. Your employees will notice any effort you make, whether it’s keeping the break room stocked with seasonal fruit or adding a few snack options that help them power through the day, 

Ultimately, if you invest in holistic wellbeing, flexible policies, personalized perks, and a people-first culture, you’ll have a recipe for loyalty—and a workplace people actually want to show up to.