Navigating the Return to Office: A Guide for Leaders
Over the past few years, the workplace has experienced significant changes, with remote and hybrid work models becoming common during the COVID-19 pandemic. While these models allowed businesses to maintain operations, they also brought mixed impacts. Many employees found greater flexibility and work-life balance, but others struggled with isolation, burnout, and blurred boundaries between work and personal life. However, as we move into 2025, many organizations are recalibrating their strategies and instructing employees to return to the office to foster collaboration, innovation, and team culture. This shift is not just logistical—it represents a major cultural and operational adjustment. Private corporations like Amazon, Apple, and JPMorgan Chase have initiated return-to-office policies to enhance collaboration and accountability. Similarly, federal government agencies are following a new executive order by President Trump that requires federal workers to return to in-person offices.
For supervisors, managers, and leaders across industries, this change offers opportunities to reshape workplace culture and improve team collaboration. However, it also presents challenges as employees adapt to new routines and expectations.
Below, we explore the trends and actionable strategies to help leaders navigate this complex transition effectively while supporting employee well-being.
How the Workforce Has Changed Since the 1980s
The workforce has experienced rapid changes in the last 40 years. The introduction of personal computers in the 1980s and 1990s streamlined tasks and transformed office environments. The rise of the internet in the early 2000s enabled global connectivity and real-time collaboration. By the 2010s, smartphones allowed people to stay connected anywhere, blurring the lines between work and personal life. These advancements reshaped how people work, communicate, and collaborate.
Today, the workforce is more diverse than ever, with baby boomers, Generation X, millennials, and Gen Z employees working side by side. These generational differences influence how employees collaborate and approach workplace expectations. For instance, younger workers often prioritize flexibility and technology-driven solutions, while older generations may value established practices and face-to-face interactions. These diverse perspectives can fuel creativity and problem-solving but also require leaders to actively bridge generational gaps. To build cohesive teams, leaders must foster mutual understanding by encouraging intergenerational learning—where younger employees share their digital expertise while older workers pass on their institutional knowledge. By acknowledging and leveraging these differences, organizations can create a more inclusive and dynamic workplace.
The past decade has brought dramatic changes to how we work. In 2019, only 6.5% of private sector workers primarily worked from home, with remote work largely confined to white-collar jobs. By May 2020, over 60% of paid workdays occurred remotely as companies scrambled to maintain operations during lockdowns. This period highlighted disparities across industries; remote work thrived in professional sectors like technology and finance, while essential workers in healthcare, retail, emergency services, and manufacturing continued to report in person.
As restrictions eased, hybrid work models emerged, allowing employees to split their time between home and the office. By 2023, nearly 30% of work remained remote. However, companies like Amazon, JPMorgan Chase, and Apple have since mandated full-time in-office work. Likewise, the new presidential executive order for federal workers to return to in-person offices underscores a growing emphasis on collaboration, accountability, and productivity.
These shifts over the past six years—from in-office to remote, to hybrid, and now back to in-office—have left many employees struggling to adapt. For some, the repeated changes disrupted productivity and created uncertainty, while others found it challenging to maintain morale and balance work with personal responsibilities. Leaders must recognize these challenges and provide meaningful support to help employees adjust the the newest work model.
Why Organizations Want Employees Back in the Office
Company culture and mentoring are among the most compelling reasons businesses want employees back in the office. Strengthening team connections fosters trust, improves communication, and creates a sense of shared purpose. Mentoring relationships thrive when junior employees observe and learn directly from experienced colleagues in person. Leaders at companies like Amazon and JPMorgan Chase emphasize that face-to-face interactions encourage teamwork and faster decision-making. For example, Amazon CEO Andy Jassy believes that in-person work allows spontaneous discussions to spark innovative ideas. Similarly, JPMorgan Chase highlights how in-person mentoring drives professional growth by enabling hands-on learning experiences.
Company culture also plays a key role. Apple CEO Tim Cook explains that in-person work strengthens team connections by building trust and improving communication. These relationships foster collaboration, aligning teams with organizational goals and enhancing their ability to innovate. Companies like Google and Salesforce also argue that structured office environments minimize distractions and boost productivity.
For federal government, the new administration stated that returning to the office ensures transparency and efficient public service. President Trump’s executive order emphasizes that physical presence improves responsiveness and accountability to the public.
Despite these organizational goals, employees face significant challenges as they transition back to in-office work. After six years of shifting between remote, hybrid, and in-office roles, many workers will struggle with caregiving responsibilities, long commutes, and uncertainty about future expectations. Leaders must address these challenges with empathy and thoughtful planning to support their teams during this transition.
Strategies for Supporting Employees During the Transition Back to the Office
Bringing teams back to the office requires careful planning and empathy. Here are strategies to make the transition smoother:
1. Build a Sense of Community
Organize welcome-back events, such as breakfasts, happy hours, or team-building activities, to create a positive and celebratory atmosphere.
Encourage group activities beyond work tasks, like volunteering, outdoor retreats, or interactive workshops. These activities help rebuild trust and foster a sense of shared purpose.
Pair new hires with mentors or organize meet-and-greet events to help them build relationships with colleagues.
2. Address Mental Health and Workplace Adjustments
Acknowledge that returning to the office can cause stress and anxiety for employees, as well as their families, loved ones, and pets. Normalizing conversations about mental health fosters a supportive environment.
Provide access to mental health resources, such as counseling services, employee assistance programs (EAPs), or mindfulness workshops. Regularly check in with employees on their work-related and personal well-being to build trust and show care.
Offer workshops or refreshers on office etiquette, especially for employees hired during remote work. Topics can include appropriate dress, effective in-person communication, and shared workspace etiquette.
3. Lead by Example
Maintain a visible presence in the office and model the behavior expected from employees, such as attending meetings and participating in events.
Share positive experiences about working in the office to inspire others.
Be approachable and open to feedback. Regularly check in with employees, listen to their concerns, and make adjustments when necessary.
4. Highlight the Value of In-Person Work
Prioritize activities that benefit most from face-to-face interaction, such as brainstorming sessions, strategy meetings, and creative workshops.
Avoid micromanaging. Instead, empower employees to take ownership of their work while fostering trust.
Share success stories of how in-person collaboration has strengthened relationships or led to innovative ideas.
By incorporating these strategies, leaders can create a smoother and more rewarding return-to-office transition, ensuring both productivity and morale remain high.
Addressing Resistance and Building Trust
Resistance to returning to the office is common, especially after years of remote work. A recent survey revealed that 55% of employees prefer to continue working remotely, at least part-time. This preference creates a challenge for leaders who must find ways to address employee concerns while aligning with organizational goals. Leaders need to balance these competing priorities by clearly emphasizing the benefits of in-person work and addressing individual circumstances with empathy. Employees who joined the workforce since 2020 may feel unprepared for office dynamics, making the transition particularly daunting. Meanwhile, others struggle with anxiety caused by abrupt shifts between remote, hybrid, and in-office work. To ease the transition, managers must approach these challenges thoughtfully, offering proactive solutions and a supportive environment.
To build trust and reduce resistance:
Lead with Empathy: Understand employees’ unique challenges, such as caregiving, commuting, or health concerns. Show that their well-being matters by listening and responding thoughtfully.
Provide Support: Equip employees with the resources they need to succeed, such as mental health services, clear communication of office expectations, or regular team check-ins to address concerns and offer support during the transition.
Focus on Transparency: Clearly communicate the reasons for returning to the office and explain how it benefits both employees and the organization. Encourage open dialogue to address concerns and foster mutual understanding.
Conclusion: Building a Resilient Workplace
The return to the office is more than just a location change—it is an opportunity to strengthen workplace culture, improve collaboration, and build a sense of community. By focusing on empathy, clear communication, and proactive support, leaders can guide employees through this transition successfully. This moment offers a chance to create a more adaptable and connected workforce that thrives in a rapidly changing world. Let’s embrace these challenges and opportunities together to build a better future for work.