Return to Office Best Practices for Happy Employees

This summer, a survey of 1,000 company leaders found 90% of them are planning a return to office in 2024. That will probably be a challenge, considering 97% of currently remote employees hope to work remotely at least part-time for the rest of their careers, according to a Buffer survey. 

If your company is planning a return to office (RTO) push, use these tips to make the experience as positive as possible for your team. 

Tip #1: Share Your Plans ASAP

You may worry that communicating your upcoming return to office policy now will give employees time to look for another job before it takes effect. That’s a valid concern given 68% of remote employees say they would rather job-hop than return to in-person work. But trust us: If you don’t give them a heads-up, the fallout will likely be worse. 

Remember, your remote employees have settled into new routines. Some may have moved away from your office’s city or state, and might need to sell their home and buy a new one to move back. If you don’t give them enough time to relocate, they may feel they have no choice but to quit, as some Amazon workers did in 2023 when asked to relocate to central hubs on a strict timeline. About 45% of workers at Grindr quit when faced with similar ultimatums. 

Even workers who live locally will want time to restructure childcare arrangements, family and pet responsibilities, and commuting schedules. If you give your team as much time as possible to make those necessary lifestyle changes — and show them support, empathy, and flexibility during the process — they’ll likely be more willing to return to in-person work. 

Tip #2: Set Clear Return to Office Expectations

A 2022 Gallup survey of more than 14,000 employees found that workers felt more engaged when their bosses set clear expectations for them regarding their work. It’s important to pay attention to this data, because “engaged” workers are more involved, more enthusiastic, and happier with their jobs. 

If you want an engaged workforce, it’s paramount that you communicate your expectations around return to office clearly. Here are a few key questions to consider answering as you draft your return to office policy: 

• Which employees are required to return to the office? 
• If your company has multiple offices, will employees be assigned a specific one or given their choice of which one to work from?
• What is the return to office timeline for each department and role? 
• Which employees will be eligible for hybrid work and how many hours or days a week will they be expected to spend in-office?
• Will exceptions be available for employees with special circumstances such as parenting or caregiving responsibilities? 
• What should employees do if they want to stay with your company, but feel they can’t meet the return to office requirements? 

Every company has its own unique culture and workflow. You can use this list as a starting point, but ultimately you should tailor your policy to answer the specific questions your team might have. Keep communicating expectations consistently throughout the return to office process for the best results. 

Tip #3: Excite Your Team With Enhanced Perks and Benefits

As Amazon and Grindr found out, when you use the stick to get employees back into the office, they quit. So why not use the carrot instead? As part of its “State of Hybrid Work 2023” study, Owl Labs asked hybrid employees which perks would motivate them to return to the office. Here are six things that at least one in four employees said would incentivize them. 

1. Free or subsidized food and drinks at work
2. Reimbursed commute costs
3. Private in-office workspaces
4. On-site daycare/elder care (or help covering those costs)
5. A clear schedule showing when other team members will be in office
6. Guaranteed time with their favorite coworkers

A slightly smaller share, 24%, said “being able to wear whatever I want” would motivate them.

You may want to consider adding or enhancing those most-loved benefits as part of your company’s return to office effort. One of the easiest places to start is with your snack program. 

It seems like a small thing, but the data shows providing free, healthy food — either in your break room, on your snack cart, or during a team-wide meeting or experience — can make return to office more appealing. Here are a few key statistics to know from a 2023 survey of more than 1,000 workers. 

• Over 50% of employees said eating at work made them feel more productive, focused, and energized
• 46% of workers reported receiving free food “made them more likely to stay at their company”
• 57% of employees said free and subsidized food (like healthy snacks and farm-fresh fruit) was their favorite “workplace perk”

In addition, you may want to boost your employees’ happiness with holiday gifts before they return to the office or welcome them back with individual gifts on their desks. 

Propeller Insights discovered 78% of employees feel more satisfied with their jobs after getting holiday gifts. Even better, those positive feelings have a “halo effect” that improves their impression of their company long after the gift is unwrapped. For 35% of respondents, that halo effect lasts 3-6 months. 

Pretty amazing, right? In addition to the halo effect, Propeller Insights found holiday gifts make employees feel appreciated, enhance their productivity, and increase employee retention. (You can read more about that here.) Creating that halo effect could make your team more receptive to policy changes like a return to office.

As you sort through your options, keep in mind that no one-size-fits-all combination of benefits will guarantee a return to office success. The secret is finding a formula that works for your workplace. It may take some experimenting to hit on the right combination of perks that works for you. As you plan your return to office strategy, consider The FruitGuys’ fresh fruit delivery and thoughtful snack delivery along with other tempting benefits. 

Tip #4: Talk to Your Team

If you’re still not sure which perks would resonate with your employees, there’s an easy solution: Ask them! Poll your employees about which benefits would motivate them to meet your return to office requirements, then seriously consider implementing their suggestions. 

Taking this approach will make your team feel heard, which is a big deal in a world where 86% of employees don’t feel their opinions are fairly or equally considered by their bosses. Less than one in three employees have been surveyed about post-COVID-19 workplace policies, work arrangements, and employee support according to research from Workplace Intelligence and The Workforce Institute at UKG. Listening to your team will set your company apart, boost employee loyalty, and help you ensure a successful return to office. 

Tip #5: Keep Your Door Open

In its return to office guide, the U.S. Chamber of Commerce names consistent communication among its top five recommendations for employers. It’s not enough to just set your return to office policy. You should regularly check in with your employees to share updates and see how they’re feeling. Even better, try encouraging your team to come to you with their concerns. If you learn about issues right away, you can address them proactively before they become quit-worthy. 

“No worker should feel like they’re walking on eggshells or battling anxiety in the workplace,” writes Sammi Caramela for U.S. Chamber of Commerce. “Transparent communication will eliminate any potential issues. Ask the right questions and be willing to really hear their responses without growing defensive.” 

If you use the five tips we’ve laid out here, you’ll significantly increase your odds of a successful return to office with an engaged and appreciative team by your side.