Navigating the Return to Office: Five Key Approaches
As the world of work continues to shift, many organizations are rolling out return-to-office (RTO) policies. While these changes are often necessary, they’re not always easy, especially for teams that have grown used to the flexibility of remote work. The good news? With a little planning and the right support, the transition back can feel a lot more manageable.
Here are five practical ways companies can make returning to the office a more positive experience for their teams, while showing employees you’re prioritizing their well-being every step of the way.
1. Keep Communication Clear and Consistent
Change is easier when everyone’s on the same page. Be transparent about why your company is returning to the office, how it benefits the team, and what’s coming next. Open forums for questions or feedback can go a long way in easing uncertainty and building trust.
When Adore Me introduced a structured return-to-office schedule—asking employees to come in on Mondays, Tuesdays, and Thursdays—it was met with some initial hesitation. But once leadership took the time to explain the reasoning behind the approach, employees became more receptive. The focus on face-to-face mentorship opportunities for younger professionals, and the specific benefits for women navigating post-pandemic career dynamics, helped shift the conversation.
As Morgan, an executive at the company, shared:
“It was important to give employees an explanation for why in-office is better and why on those particular days… When we explained why it was especially important for young people who benefit from face-to-face mentoring and for women who have been disproportionately impacted by the pandemic, the reasons resonated with them.”
2. Offer Flexibility Where You Can
For many employees, flexibility is no longer a nice-to-have—it’s a must. If a full-time in-office schedule doesn’t make sense for every role, consider hybrid options like rotating schedules or designated remote days. These small adjustments can have a big impact on morale and productivity.
3. Invite Employees Into the Process
In the insurance world, where teams often span underwriting, claims, and client service, a one-size-fits-all return-to-office approach rarely works. That’s why it pays to involve employees in the process early.
At Thrivent, a financial services firm, leadership gathered input before rolling out their hybrid model. The result? A structured classification system and a “Ways of Working” toolkit to support collaboration across remote, mobile, and in-office roles.
As CHRO Kelly Baker put it,
“We don’t have a mandate, but there are expectations… it’s important to be intentional about when employees get together.”
That sense of partnership matters. Leaders like Johnson emphasize that “giving employees agency and choice is more effective than a mandate.” Instead of dictating schedules, consider asking, “What can we all agree on?” It’s a simple question that can lead to more buy-in—and better outcomes.
4. Support Work-Life Balance in a Real Way
The transition back to in-office work can be a tough adjustment. Offering mental health resources, flexible scheduling, or help with childcare can ease that burden. These efforts also send a clear message: you understand the challenge, and you’re here to support your team through it.
5. Focus on Fostering Connections
In the insurance industry, where collaboration and knowledge sharing are essential, in-person time should feel intentional and valuable. One of the best ways to smooth the return-to-office transition is to create opportunities for team connection—think standing lunches, informal coffee chats, or scheduled brainstorming sessions.
As one leader shared, “Over 80 percent, without fail, say ‘It’s the people.’ The people are the reason they come into the office.” That’s especially true in insurance, where mentorship and real-time collaboration often happen organically.“
Companies like HiBob use in-office days to build trust and camaraderie. “These organic moments of connection lead to greater trust which, in turn, leads to better collaboration and engagement,” said Keren Kozar.
The key is to make in-person time feel distinct from remote work. As Leaf Home’s CHRO noted, “We make it clear that office time is for collaboration.”
A clear purpose for being together helps employees feel like the time spent in-office is truly worthwhile.
Make the Shift With Intention
At the end of the day, a successful return-to-office strategy isn’t just about logistics—it’s about listening, adapting, and leading with intention. Whether you’re asking your team to come in a few days a week or implementing a structured schedule, thoughtful planning can turn a challenging shift into an opportunity to re-engage, reconnect, and refocus.
For industries like insurance, where mentorship, teamwork, and trust are central to the work, making office time meaningful is key. The more your employees feel heard and supported, the more likely they are to show up—not just physically, but with energy, purpose, and pride in what they do.