3 Reasons Companies Want Employees Back In The Office

Recently, the rise of return-to-office mandates (RTO) has impacted more than just a handful of employees. But even with a constant stream of studies and news reports about hybrid vs. remote work in the media, many still wonder why companies really want employees back in the office.

This article will look at what’s behind the recent wave of RTO mandates, how it affects employees, and how a hybrid work model can help teams overcome these challenges and smooth the transition.

Quick answer: The main reasons companies want employees back in the office are to build team cohesion, promote in-person collaboration and productivity, and rebuild company culture.

Building Work Culture

So why are companies asking employees to return to the office? While it may seem counterintuitive for the many dissatisfied workers who need to start commuting again, building a better work culture is one of the top motivators for employers.

Building connections and camaraderie for remote teams can also be difficult without face-to-face interaction. Many organizations have found it challenging to achieve the same level of engagement from remote workers as in-office employees.

Goldman Sach’s CEO, David M. Solomon, supports this fact during an interview for Fortune Magazine:

The secret sauce to our organization is, we attract thousands of really extraordinary young people who come to […] learn to work, to create a network of other extraordinary people […]. Part of the secret sauce is that they come together and collaborate and work with people that are much more experienced than they are.

Employees want to see each other too. According to Microsoft Work’s 2022 Trend Index, the main attraction of returning to the office for surveyed employees is the social aspect.

Eighty-five percent of employees surveyed say rebuilding team bonds would motivate them to go into the office, with an equally high number of employees expressing interest in returning to the office to socialize with coworkers (84%).

In other words, employees want to work in the office when they know their team members or work friends are there. This is especially true for Gen Z. Unsurprisingly, fewer employees think their manager’s presence is worth the commute.

Often, employee discontent surrounding RTO mandates stems from feelings that employers haven’t made efforts to cultivate a strong culture in the first place.

A recent article by Psychology Today underscores the importance of involving employees in the process and warns companies about mandating in-office attendance in the name of culture:

In a work culture where decisions are imposed, often without consideration for individual needs, engagement and productivity are likely to falter. However, when employees are part of the decision-making process, it not only boosts their satisfaction but also reflects an organizational culture that values its workforce as key stakeholders.

Deloitte’s 2023 Global Human Capital Trends survey reported similar findings, noting that when companies design and implement organizational changes, those that involve workers in the process are more likely to see positive results.

Managers should take this to heart and consider employees’ opinions to figure out how to build a more positive, inclusive workplace culture.

Boosting Productivity and Team Cohesion

When work-from-home employees’ results have been overwhelmingly positive, why are companies asking them to return to the office?

High productivity and output are not the only factors that drive a business’s success. Employers need effective teams that can overcome business setbacks together in difficult times, not just individual workers who are good at their jobs.

Due to the physical distance, companies have to overcome unique challenges to maintain team cohesion with remote workers, such as:

• A lack of personal contact, organic relationship-building, and unplanned conversations
• Worker isolation during task completion
• New-hire isolation during remote onboarding
• Unclear expectations and lack of clear communication affect morale and engagement

But even in a hybrid or fully remote work environment, strong team dynamics are still possible. Whether companies host casual happy hours, regular gaming lunch breaks, monthly team-building activities, or yearly retreats, they can give teams a way to spend time together without forcing them to commute to the office every day.

If employers cite collaboration and engagement to justify return-to-office mandates, then they must create engaging, collaborative workplaces. While in-person interactions can promote emotional intelligence and other collaborative skills, today’s technology allows teams to connect and build relationships from any location.

Employees are more engaged when they feel like they’re part of a strong workplace community that’s working towards the same goal. After all, employees who’ve built a sense of rapport and loyalty have better-working relationships, which in turn feeds their job satisfaction.

Fostering a strong sense of community takes more than team building, though. It’s also important to consider how physical surroundings can affect employee engagement.

There’s no “right” answer; the best office layout is different for every team. Bigger isn’t always better; it’s about making the most out of what you have. Sometimes, simple and creative solutions can produce the best results.

Supporting Professional Development

CEOs and executives decide how to run their businesses, and many say it’s time to return to the old ways. Part of this is for the benefit of younger employees who haven’t had the chance to benefit from face-to-face collaboration.

Coming back to the office will give younger employees the chance to hone critical collaborative skills and grow as professionals.

During the pandemic years, many members of the Gen Z generation missed out on vital social opportunities, including on-campus college experiences, in-person networking, and shared internship experiences.

After gaining real-world experience in an office setting, understanding social cues and learning proper meeting room etiquette, for example, will come quickly.

Gen Z employees are especially interested in clear ways to grow their careers and upskilling through mentoring. They’re also more likely to leave a company if these needs aren’t being met.

During an internal study, software engineers at a Fortune 500 firm discovered the negative impact of remote work on its junior staff‘s professional development. Fewer in-person interactions led to fewer opportunities for feedback, learning, and skill development.

In addition to these findings, new Pew Research and Harvard Business Review data support the fact that in-person interactions across different generations greatly enrich the workplace.

Regularly engaging with their more experienced colleagues can help newer team members adapt to new technology, handle demanding customers, build professional relationships, connect with leadership, and find career mentors.

As long as employers are implementing inclusive, people-first work models and building cultures of trust, their efforts will be appreciated by all generations of employees. As a result, employee engagement, satisfaction, and collaboration will likely improve as well.

Getting the Best of Both With a Hybrid Work Model

With employees resisting RTO mandates and employers desperate to get people back in the office, a hybrid work model might be the perfect compromise. By implementing the right tools and designing flexible work policies, everyone can win.

In a BBC article exploring the executive hubris behind RTO mandates, Nicolas Bloom, an economics professor at Stanford University, makes a good point:

In the long run, performance is going to be improved by keeping employees happy and reducing retention and recruitment costs. The research evidence shows quite clearly that for professionals and managers, hybrid is profitable for companies.

A hybrid model is a balanced solution that allows for in-person collaboration and connection while still preserving the flexible work culture employees want.

By optimizing their office space, companies can create a work environment that promotes more effective collaboration, organic exchanges, and flexible work arrangements.

And by identifying and offloading under-utilized resources and unused office space, switching to a hybrid model can help companies reduce their office costs and shrink their carbon footprint.

No one is saying that hybrid work is the perfect solution. Even if employees and managers both prefer a hybrid work environment, there are still challenges to overcome, such as:

• Solving logistical gaps
• Providing adequate training for smoother hybrid environment processes
• Integrating the right technology to reduce day-to-day friction
• Identifying and implementing the right amount of time spent in-office for stronger teams

But with the right systems in place, hybrid teams can easily coordinate schedules, reserve desks, meeting rooms, and other necessary equipment.

Whenever they want to connect with colleagues or bounce ideas off someone, employees can easily see who’s in the office, for how long, and in which room. Meanwhile, managers can easily schedule one-on-ones to check in with everyone.

Elevate Your Workplace with OfficeRnD Workplace

Essentially, a well-implemented hybrid schedule and work model can make both employers and employees happy, making a return to the office a benefit rather than the punishment it’s often depicted as.

But companies that want their employees back in the office should consider why they would want to be there. By developing employee-centric office policies and listening to what teams truly want and need, employers can shape a more engaging, productive, and intelligent workplace.

To build a successful hybrid workforce, companies need to implement clear policies, the right training, and the right technology.

FAQ

Why Should Companies Return to the Office?

Companies should consider returning to the office part-time to work on company culture. Optimized office space can be a safe and enriching environment where employees build relationships and foster a sense of belonging, which is essential for morale and productivity.

Why Do People Want to Go Back to the Office?

With clear boundaries between work and personal life, some employees feel like they’ve recovered their time on the weekends. When on a remote schedule, letting the workday spill over into your personal time can be easy.

Why Do Employees Need to Be in the Office?

In-office work has shown boosts in collaboration, with employees spending 52% more time collaborating than remote workers, who often work isolated.

What Makes People Want to Come to the Office?

People prefer using dedicated spaces for specific activities. Many employees prefer continuing to go into the office because they want a dedicated space to focus on and get their work done efficiently.

What is the Purpose of the Return to Office?

The purpose of a return to office is to foster collaboration, improve team dynamics, and strengthen company culture through in-person interactions. Returning to the office can enhance spontaneous communication, brainstorming, and networking opportunities, which are often more challenging in remote settings. Plus, for some businesses, in-office work provides better access to resources, tools, and environments that enhance productivity and engagement. This transition also helps align employees with company goals, offering clearer communication and opportunities for mentorship and development.

How to Deal with Employees Who Don’t Want to Come Back to the Office?

To deal with employees who are reluctant to return to the office, start by understanding their concerns, whether they’re related to health, work-life balance, or productivity preferences. Open a dialogue to find potential compromises, such as offering flexible schedules or hybrid work models that combine remote and in-office days. Communicating the benefits of in-person work, such as team collaboration, access to resources, and professional development opportunities, can help encourage a smoother transition. Ensuring the workplace is safe and accommodating can also ease employee concerns and foster a more positive return experience.

How to Fight Against Return to Office?

To resist returning to the office, it’s important to present a well-structured case that highlights the benefits of remote (or hybrid) work, such as increased productivity, improved work-life balance, and cost savings for both employees and employers. Provide data and personal examples that demonstrate your efficiency and contributions while working remotely. Suggest a compromise, like a hybrid model, and emphasize the flexibility it offers, which can still achieve company goals. Engaging in open discussions with management, backed by evidence, can help create a more balanced approach to office work.

What to do if an Employee Doesn’t Want to Come Back to the Office?

If an employee doesn’t want to return to work, start by having an open conversation to understand their reasons, which could include health concerns, personal situations, or preference for remote work. Address these concerns by offering flexible options like hybrid work schedules or improved safety measures if health is the issue. If no compromise can be reached, you may need to assess whether remote work is feasible for their role or consider enforcing company policies regarding in-office work. It’s important to balance empathy with the business’s operational needs to find a mutually beneficial solution.