Bringing employees back to the office presents both opportunities and challenges. For younger team members, this may be their first experience of a traditional office environment. Others may need time to adapt to new routines and expectations.
“We’ve had many conversations with clients navigating this shift,” says Kerri Haseman, head of client relations at Bright Horizons, “so we’re sharing some of their learnings, along with our own. Your role as a people manager is crucial. Lead with empathy, flexibility and a focus on connection to turn this transition into a positive step forward.”
Before rolling out a return-to-office plan, make sure you can clearly explain the reasons behind it. Is it about collaboration, client responsiveness, cross-departmental working, or career development? Be transparent and able to outline the benefits of being together in person.
Check any legal implications. If you hired employees as remote workers, a mandatory return could amount to a contractual change. Seek legal advice and prepare for an increase in flexible working requests. Apply clear, consistent principles when responding.
1. Encourage shadowing and buddy systems
Office environments can provide learning opportunities you don’t necessarily get remotely. Let junior staff observe meetings, negotiations or difficult conversations to build soft skills.
- Pair new starters with experienced colleagues for day-to-day support.
- Use ‘reverse mentoring’ to let early-career staff share digital knowledge and fresh perspectives.
2. Create inclusive workspaces for neurodivergent staff
To support neurodivergent employees or those with specific needs, consider lighting, noise and layout. Open plan offices can be overwhelming for some.
- Offer quiet zones and flexible seating.
- Make noise-cancelling headphones and personal workstations available.
- Normalise adjustments – around one in seven people is neurodivergent.
3. Make connecting feel organic
Formal team building has its place, but it shouldn’t be your only approach. Focus on creating natural moments for connection.
- Encourage casual catch-ups, shared lunches or ‘lunch roulette’.
- Set up spaces for spontaneous collaboration, such as whiteboard corners.
- Trial ‘walk and talk’ meetings or ‘core collaboration hours’.
- Protect time for focused work with ‘quiet hours’.
4. Acknowledge emotions and take a personal interest
A return to the office affects work life, personal routines, family commitments and well-being.
- Ask how people are feeling about the transition and life outside work.
- Invite team members to share something personal if they want to.
- Recognise that each person will adjust at their own pace.
5. Signpost benefits and support
Don’t assume your team knows what’s available to them. Remind them about:
- Back-up care for those balancing work and home life.
- Mental health support through Employee Assistance Programmes (EAPs).
- Learning and development resources.
- Internal communications such as blogs, newsletters or webinars.
Final thoughts
“At the heart of a successful return to the office is a culture where people feel valued, supported and seen as more than just employees,” adds Haseman. “By taking the time to acknowledge concerns, nurture learning, and make necessary adjustments, managers can help their teams not just adapt but truly thrive.”