The push to bring employees back to the office in the name of increased productivity has created a paradox for many HR leaders: The act of requiring in-office work could undermine the engagement.
While 94% of workers say they’re willing to return to the office under the right conditions, according to Owl Labs’ 2023 State of Hybrid Work Report, the nature of those conditions is a sticking point. Over half of hybrid workers are “coffee badging,” a trend where employees show up to the office just long enough to grab a coffee before heading home to work.
The message? The office experience isn’t delivering what many employees need to feel engaged with their work. Instead of relying on mandates, organizations must find ways to create tangible value, offering the kinds of opportunities for collaboration, innovation and interactions that remote work can’t fully replicate.
In this guide, we’ll outline a process that balances business goals with employee expectations, showing how a thoughtful return-to-office plan can strengthen engagement rather than erode it. Download your copy to learn how to:
- Gather actionable employee feedback to shape your return-to-office strategy.
- Find the right balance between business needs and employee autonomy.
- Use the office as a tool for collaboration, innovation and growth.
- Communicate the “why” behind the return, so your employees feel informed and valued.
- Design a hybrid model that works for everyone.
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Leading Through Listening
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