Return to office strategy: making the workplace a destination

The return to office strategy is more than just a policy, it’s a turning point for organizations to rethink how they connect people, purpose and place. As employees grow accustomed to flexible, hybrid or remote work models, employers need more than mandates to bring them back into the office. They need a plan — an intentional, employee-centered strategy that transforms the office into a desirable destination.

Why traditional return-to-office mandates fall short

Return to office mandates have fallen short in the past 12 months, making sensational headlines and sparking outrage on slack channels in giant companies like Amazon: “This is not 'going back' to how it was before," they wrote. "It's just going backwards." Telling employees they have to be in the office three days a week without a compelling reason doesn’t work. These policies ignore the very real value people have found in remote vs in-office work — the reclaimed commute time, the ability to manage personal obligations during the day and the mental space to focus without constant distractions.

According to Gallup, 80% of employees expect remote or hybrid work arrangements to be permanent. So, imposing rigid RTO policies likely will undermine trust, flexibility and morale — especially when the office experience feels less productive, less comfortable or less engaging than working from home.

Instead of defaulting to mandates, organizations need return to office strategies that appeal to employee motivations and improve the workplace experience. Employees need to know: why is it worth the trip in?

Rigid mandates can also damage company culture. Forcing employees back without adequate support or engagement strategies can cause resentment and turnover. Even companies with robust benefits risk disengagement if their return to office strategy is purely transactional. Culture, collaboration and employee wellbeing must be at the core of any successful plan.

How can employers make the office a desirable destination?

Offices aren’t just buildings, they’re cultural hubs. When designed intentionally, they can foster innovation, energize teams and create lasting professional bonds. But to get there, companies need to rethink the workplace from the ground up.

Incorporating amenities and services that add value

One of the most effective office comeback strategies is delivering workplace experiences that support the whole person. Employees want environments that help them thrive professionally and personally. That’s where workplace hospitality management services come into play.

Inspired by the hotel industry, workplace hospitality brings comfort, personalization and convenience into the office. Through partners like Circles, companies can offer their valued employees:

• Concierge services for errands and travel planning
• Assistance with dining reservations or home maintenance
• Dry cleaning and laundry pickup
• On-site wellness support and programs

These aren’t luxury extras — they’re core elements of a modern employee experience strategy. When employees save time and reduce stress, they’re more likely to return, collaborate and engage.

These services also benefit remote and hybrid workers. Circles enables employees to request many services from their desk, making them accessible to teams who may only visit the office a few days a week. Flexible offerings meet employees where they are — supporting balance, not just attendance.

And for organizations focused on real estate ROI, occupancy and utilization, these services directly support those goals: 

• Boosts employee attendance by making the office more appealing with valuable, time-saving amenities.
• Increases space utilization through engaging programs and services that activate underused areas.
• Enhances ROI by improving employee satisfaction, retention, and productivity.
• Provides actionable data on space usage and service adoption to optimize office planning.
• Strengthens the office’s role as a strategic asset for talent attraction and brand experience.

It’s a strategic investment that improves work life balance for employees and business performance.

Fostering a sense of community and belonging

Let’s not forget the human side of work. One of the biggest losses from remote and hybrid models has been the connection that co-workers have with each other and with the company. Without those spontaneous connections — the hallway chats, team lunches, and shared laughs — employees are feeling isolated.

In a recent SHRM report, 70% of remote employees reported feeling socially disconnected. That sense of isolation chips away at engagement and collaboration. But when offices are designed to build community, they become places of connection and belonging.

Circles helps organizations create community at work through:

• Team-building events
• Celebrations and cultural activities
• Support for employee clubs and interest groups
• Facilitated networking and collaboration spaces

Understanding your workforce on a personal level allows for a variety of programming that meets people where they are. 

Creating community takes time and care, but it pays off. Employees who feel a sense of belonging are more likely to engage, innovate and contribute. Offices should become a place people want to go — not just because they have to, but because they want to.

Measuring the success of return-to-office strategies

You can’t improve what you don’t measure. The best return to office strategy includes a robust feedback and measurement loop.

Utilizing surveys and feedback mechanisms

Regular surveys, pulse checks and listening tools give insight into how return efforts are going. Ask employees what’s working, what’s not, and what would make their office days more meaningful. The answers you seek are right in front of you!

Sample questions might include:

• How often do you want to come into the office?
• What would improve your workplace experience?
• Which amenities and services do you find most valuable?

This data should inform your next steps and help you co-create a workplace experience with your team — not for them.

Feedback also builds trust. Employees who feel heard are more likely to participate in return to office efforts. Let them see the outcomes of their suggestions to reinforce that their voice matters.

Monitoring key performance indicators (KPIs)

Office comeback strategies should also include clear, actionable KPIs. These can include:

• Office occupancy and badge swipes
• Use of hospitality services
• Attendance at workplace events
• Retention and eNPS scores
• Time saved by employees

At Circles, organizations see direct links between workplace hospitality and higher employee satisfaction, stronger culture and reduced turnover. By tracking these indicators, you gain visibility into both the quantitative and qualitative outcomes of your RTO efforts.

HR and IT tools can help capture the full picture. Use keycard systems to monitor attendance trends. Track program adoption and integrate surveys to measure employee sentiment over time. Combine these insights with financial data to track cost savings and productivity gains.

Building a sustainable and attractive workplace

The most successful return to office strategies are rooted in empathy, personalization and purpose. Make them more about designing a better future of work, not about pushing people back into old habits.

An office that supports collaboration, connection and convenience is more than a workplace — it’s a catalyst for culture and innovation. Through thoughtful planning and strategic investments in workplace experience, companies can make the transition back to the office something employees welcome, not resist.

Circles helps organizations lead that transformation with best-in-class services that improve the employee experience. Our employee support and work life balance services are designed to meet people where they are, creating inclusive and compelling environments that benefit individuals and companies alike.

Because in the end, it’s not about returning to what was — it’s about building what’s next.

Key takeaways:

• Avoid rigid mandates. Focus on flexibility and experience.
• Offer real value through services that save time and reduce stress.
• Foster community through shared experiences and events.
• Measure success using KPIs and direct employee feedback.
• Use workplace hospitality to build a competitive edge in both talent management and brand visibility.

The return to office strategy will evolve, but the goal remains the same: improve the employee experience and create a workplace where people thrive.

A thoughtful RTO plan that incorporates hospitality, personalization and care helps employers stay competitive, build stronger teams and adapt with confidence to the evolving world of work. For more info on workplace hospitality, download our free eBook: The Complete Guide to Workplace Hospitality. 

Frequently asked questions about office comeback strategies

What are the key elements of a successful return-to-office strategy?

A successful RTO strategy is rooted in flexibility, personalization and purpose — creating a workplace that supports connection, productivity and well-being. When the office becomes a place people want to go, not just have to go, engagement and culture follow.

How can organizations measure the effectiveness of their RTO strategies?

Measurement starts with listening — regular employee feedback, usage data and KPIs like attendance, satisfaction and retention all paint a clear picture. When insights guide action, RTO strategies evolve in ways that truly support both people and performance.