Returning to the office: what do employees really want?

The workplace has undergone a seismic shift. After a few years of remote work, many organizations are encouraging employees to return to the office. But what do employees truly want in this new landscape? This blog explores remote vs in-office work challenges, offers insights and provides potential solutions.

Why Are Employees Hesitant to Return to the Office?

CFO.com published survey results from two separate resume service providers that revealed 51% of employees said they’d quit their job if faced with a non-negotiable RTO mandate. An additional 40% said they’d actively search for remote jobs. Only 9% said they would return to the office without issue. Why are employees reluctant to return to the office?  Multiple factors:

• Loss of Flexibility: Remote work offered flexibility in work hours and environments. A rigid 9-to-5 schedule in the office feels restrictive to many and may not align with preferred work style or family commitments.
• Commute Concerns: Commuting consumes time and energy, which employees previously allocated to work or personal activities.
• Productivity Perceptions: Some employees feel more productive at home, free from office distractions.
• Work-Life Balance: Remote work blurred the lines between personal and professional life, allowing for better integration. Returning to the office might disrupt this balance.
• Lack of Trust: 51% of employees surveyed said they believe companies are pushing for RTO in a bid to boost productivity, with 50% reporting that getting workers back to the office is an attempt to control them.

What Perks Can Encourage a Return to the Office?

To make the office more appealing, companies need to adapt to changes in the work environment, by introducing various perks:

Flexible Work Arrangements

Hybrid work models, where employees split time between home and office, offer a balance of flexibility and in-person collaboration. This approach respects individual preferences and can lead to increased job satisfaction.

But flexibility is not just about where employees work, it’s also about how they work. Offices are moving away from traditional cubicles towards flexible workspaces that accommodate different work styles, including hot desking, breakout areas and hybrid work arrangements.

Relevant Events and Programs

Events that build community can make coming into the office more rewarding (while saving time and money!):

• Team Building Activities: Fun, collaborative experiences that strengthen relationships.
• Company-Wide Events: Celebrations and shared moments that connect people to the broader company mission.
• Professional Development Opportunities: Face-to-face training, career coaching, workshops and seminars fuel career growth.
• Time-Saving Conveniences: On-site events like TSA Pre-check sign up, health screenings and auto detailing get “to-do’s” done.
• Community Markets & Fairs: Farmers markets, craft fairs, and vendor pop-ups bring local culture into the workplace.

These experiences help employees feel more connected — to each other, to the company, and to the community around them.

Enhanced Office Amenities

Modern offices are evolving to fit modern employees’ needs, making the office a place they want to be, not have to be. This includes providing:

• Employee Concierge Services: Work-life balance services that reduce stress and save time.
• Errand Running Services: A time-saving perk that takes care of daily errands. 
• Wellness Facilities: On-site gyms or fitness programs to promote well-being.
• Family-friendly Initiatives: Childcare centers, pet-friendly areas and lactation rooms. 
• Culinary Offerings: Free or subsidized meals and snacks for savings and convenience.
• Collaborative Workspaces: Open-plan layouts, social spaces and dedicated collaboration zones to encourage teamwork and interaction. 
• Sustainability Features: Eco-friendly design elements such as ergonomic furniture, natural lighting, sustainable materials and smart energy systems.

Wellness and Mental Health Support

Recognizing the importance of mental well-being, savvy companies are offering:

• Support Services: Access to therapists, group workshops or mental health apps.
• Mindfulness Programs: Meditation sessions or stress management workshops.
• Financial Workshops: Programs that cover financial planning, debt reduction and offer budgeting tools
• Community-building Events: Programs that connect employees, foster belonging and reduce isolation.
• ERGs: Employee Resource Groups that connect individuals with the goal of sharing experiences and supporting each other.
• Quiet Rooms: Designated spaces for employees to rest and de-stress.
• Flexible Schedules: Allowing employees to manage their time to reduce burnout.

How Does Office Culture Impact Employee Engagement?

Office culture is a critical driver of employee engagement, influencing how connected, motivated and productive employees feel in their roles. A positive office culture fosters collaboration, innovation and a sense of belonging. When employees feel valued and connected, they're more likely to be engaged and productive. Conversely, a toxic or indifferent culture can lead to disengagement and high turnover.

Recent data underscores the importance of cultivating a supportive office culture. According to Gallup, U.S. employee engagement fell to its lowest level in a decade at the end of 2024, with only 31% of employees being engaged and 17% actively disengaged . This decline highlights a growing trend of employee detachment from organizations, particularly among workers younger than 35.

To counteract these trends, organizations are focusing on enhancing their culture in five key areas:
Improve Work Environments

• Design for Focus and Flow: Quiet zones for deep work, open areas for team huddles — the right mix helps people do their best thinking, whether solo or collaborative.
• Comfort That Works: Ergonomic setups and flexible workstations reduce strain and give employees control over how they work.
• Efficiency Built In: Smart layouts reduce bottlenecks and waste space, less friction, more flow.
• Tech That Connects: Integrated digital tools help teams share knowledge, stay organized and work from anywhere.
• Experience Over Aesthetics: It's more than a desk — it’s the vibe. Welcoming atmospheres, workplace ambassadors and inclusive events make the space feel alive.

Prioritize Mental and Psychological Well-Being

• Well-Being Is Non-Negotiable: Burnout and stress are real risks that affect teams, creativity and turnover.
• Create Psychological Safety: When people can speak up, ask questions or admit mistakes without fear, performance goes up.
• Lead With Vulnerability: Leaders who are open and real set the tone for trust and connection.
• Build Boundaries That Stick: No-meeting days, enforced quiet hours and flex schedules help people stay focused and recharge.
• Support Beyond the Basics: Mental health resources, wellness workshops and financial well-being programs round out a holistic care strategy.

Boost Performance and Growth

• Fuel Learning, Fuel Loyalty: Ongoing feedback, skill-building opportunities and clear career paths keep people growing — and sticking around.
• Recognition Matters: Whether it's a public shoutout or a personal thank-you, showing appreciation boosts motivation and morale.
• Mentorship Makes a Difference: Structured mentorship and internal mobility create strong talent pipelines and cross-generational learning.
• Real-Time Feedback: Quick, actionable feedback helps employees align and improve as they go.
• Growth Culture = Strong Culture: When learning and innovation are part of the everyday experience, employees don’t just show up — they show up energized.

Leadership and Management Accountability

• Leadership Is Culture: When leaders show up with empathy, accountability and transparency, it shapes the entire workplace.
• Trust Starts with Listening: Clear expectations, active listening and open conversations build trust between teams and managers.
• Clarity Over Chaos: When employees know the company goals and how their work contributes, they’re more focused and motivated.
• Lead Out Loud: Public decision-making and strategy sharing helps employees feel included, not blindsided.
• Train the Trainers: Coaching, mentorship and leadership development make sure managers have the tools to lead effectively.
• Culture From the Top Down: When leaders model the behavior they want to see, culture turns into action — and results follow.

Focus on Social and Interpersonal Dynamics

• Culture Lives in the Everyday: Small moments — like being heard in a meeting or being included in a project — shape how people feel at work.
• Inclusion Is a Practice: Equal speaking time, rotating facilitators and inviting diverse ideas build trust and spark innovation.
• Break the Silos: Cross-functional projects and internal gigs help employees understand the bigger picture and build new connections.
• Respect Is a Must-Have: Anti-harassment policies and swift HR responses create a safe, accountable environment.
• Connection Fights Isolation: Especially in hybrid setups, ERGs, team socials and community events help people feel part of something bigger.

By prioritizing these elements, companies can create a vibrant office culture that not only attracts talent but also retains and engages their workforce. Want real examples you can put into action? Download our eBook: Culture by Design: Shaping a Workplace People Love. 

What Strategies Are Companies Implementing?

Organizations are adopting various strategies to smooth the transition back to the office:

• Improving the Employee Experience: Intentionally touching every step of the employee journey.
• Phased Returns: Gradually increasing in-office days to ease employees’ back.
• Feedback Mechanisms: Regular surveys to understand employee concerns and preferences.
• Leadership Modeling: Leaders working from the office to set an example.

Is a One-Size-Fits-All Approach Effective?

No — and increasingly, employees are expecting their employers to recognize that. The modern workforce is more diverse than ever before, not just in terms of demographics, but in work styles, personal responsibilities, career goals and even energy patterns throughout the day. A standardized return to the office policy assumes that what works for one person will work for all, but that’s rarely the case in reality.

Consider the needs of a software engineer who thrives in quiet environments compared to a sales manager who gains energy from face-to-face collaboration. Or take working parents, for example — many have built their daily routines around the flexibility remote work offers, such as school drop-offs or managing household responsibilities. Imposing the same in-office requirements on both roles can create unnecessary stress and reduce performance rather than enhance it.

Different Roles Have Different Needs

Additionally, roles within a company vary dramatically. Some positions require deep focus and minimal interruptions, making remote environments ideal. Others thrive on real-time collaboration and team synergy, which the office naturally supports. A blanket approach to back to the office mandates may overlook these differences, creating frustration among employees and lowering morale.

Different Generations Have Different Needs

There’s also a generational aspect. Younger employees might value in-person mentorship and networking opportunities, while more seasoned professionals may prioritize autonomy and time savings. Flexibility is crucial in making return to the office strategies successful because it allows employees to balance their work and personal lives in a way that makes sense for them.

A Human Centric Approach

Organizations that take a personalized, human-centric workplace approach — one that adapts to changes in the work environment — will find it easier to retain top talent and foster loyalty. Allowing managers to tailor schedules or hybrid models based on individual team dynamics is not only practical but shows respect for the realities of modern life. A rigid one-size-fits-all policy ignores this complexity and can damage the employee experience, ultimately impacting productivity and business performance.

Creating a Workplace Employees Want to Return To

To entice employees back, companies should focus on:

• Enhancing the Employee Experience: Creating a supportive and engaging environment.
• Improving Work-Life Balance for Employees: Providing resources that help employees manage personal and professional responsibilities.
• Implementing Workplace Hospitality Management Services: Ensuring the office is welcoming and accommodating to both employees and guests.
• Developing an Employee Experience Strategy: Aligning organizational goals with employee needs.
• Fostering a Human-Centric Workplace: Prioritizing employee well-being and satisfaction.

By adopting these strategies, companies can create a workplace experience that employees are eager to return to, balancing organizational objectives with individual needs.

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Frequently Asked Questions About Return to the Office

What are the main reasons employees are hesitant to return to the office?

Employees cite loss of flexibility, long commutes, and concerns about trust and productivity. Many feel remote work better supports their work-life balance and personal routines.

What role does company culture play in the return-to-office strategy?

A strong, inclusive culture makes the office a place employees want to be, not have to be. It drives engagement, trust and connection — all key to a managing a successful return.

Are hybrid work models effective in balancing remote and in-office work?

Yes, when done right, hybrid models provide flexibility while preserving collaboration and community. They meet diverse employee needs and support better job satisfaction.

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