The post-pandemic world has ushered in a new era of work. The return to offices that started in 2021 is still ongoing for some and brought up questions still unanswered.

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Is working from home more efficient? Is it good for productivity to have people come in every single day like before?

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In the past years, hybrid models have become the norm, and workplace relationships have needed to be redefined.

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As we all navigate this transition, it’s crucial to establish guidelines to ensure a smooth and productive return-to-office (RTO) process.

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Here are some dos and don'ts to consider when planning your RTO strategy.

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Do: embrace a hybrid work model

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Allowing employees the flexibility to work both remotely and in the office can enhance productivity and satisfaction. A hybrid model considers workers’ personal needs and preferences. Work becomes adaptable to different working styles and personal circumstances.

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Don’t: mandate full-time office attendance

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Mandating a full-time return to the office without considering preferences and needs can lead to decreased morale. Sure, it used to be like that, but many employees have grown used to the flexibility of remote work. Forcing a rigid return could result in resistance. Some might even want a different job that allows them more freedom.

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Do: create meaningful in-person experiences

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When employees do come into the office, make sure that their time is well spent. Create opportunities for meaningful interactions, collaboration, and team-building activities that can't be replicated virtually. This can make office days feel valuable and purposeful.

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Don’t: overload employees with office days

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Avoid scheduling too many mandatory in-office days. This can lead to burnout and reduced productivity. Plan in-office days that coincide with important meetings, collaborative projects, or social events that benefit from on-site interaction. Remember: one day of remote work may not be enough (after all, we had all 5 days not long ago).

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Do: improve hybrid meeting capabilities

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Invest in technology that supports seamless hybrid meetings. High-quality video conferencing tools and collaborative platforms can ensure that remote employees feel equally included, useful, and engaged during meetings. This also helps in maintaining productivity and continuity no matter where employees work from.

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Don’t: neglect the virtual experience

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While focusing on in-office improvements, don’t neglect the virtual experience. Ensure remote employees have access to the same resources and support as their in-office counterparts. Remote workers shouldn’t feel like second-class participants.

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Do: use data to understand employee preferences

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Surveys, feedback forms, and usage metrics can show you how employees are adjusting to the hybrid model. What they value most, where improvements can be made. Using real data gives you the power to meet the actual needs of your workforce.

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Don’t: ignore employee feedback

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Failing to consider employee feedback can result in policies that are out of touch with the workforce’s needs. No employer wants to be resented for being “too good for feedback.” Regularly ask for and react to feedback so your RTO strategy remains relevant and effective.

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Do: implement comprehensive health protocols

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Health and safety should be a top priority in any RTO plan. Regular sanitization and air quality checks are a must. These can help avoid concerns and make the office environment safer for everyone.

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Don’t: overlook mental health support

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The pandemic has taken a toll on mental health, and returning to the office can be a source of anxiety for many. Provide mental health resources, such as counseling services and wellness programs. To achieve higher productivity, you need to support employees during the transition.

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Do: maintain transparent communication

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Clear and consistent communication is essential during the RTO process. Keep employees informed about plans, policies, and any changes that may occur. Transparency builds trust and ensures that everyone is on the same page.

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Don’t: leave employees in the dark

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Uncertainty can breed anxiety. Avoid leaving employees in the dark about RTO plans. Instead, provide regular updates and be open to questions and concerns. The more obscure you are about it, the more resistance you will face.

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So, do we need to go back to the office?

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Well, no.

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Some companies have remained 100% remote and have found success and comfort in that solution. Just like some others have gone back to being 100% on-site and also found success.

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But most of them opted for a more hybrid model, which can be challenging.

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So, TL:DR solutions for you:

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• Embrace flexibility.

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• Prioritize quality experiences.

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• Invest in technology.

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• Leverage data.

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• Ensure health and safety.

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• Maintain clear communication.

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The key is to balance immediate solutions with a long-term vision that adapts to the evolving nature of work.

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For more insights on RTO and the world after lockdown, check out this week’s episode of TOP CMO, featuring Convene’s CMO!

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Ever thought about creating your own thought leadership content? At TOP Thought Leader, we amplify new and established voices so they can become pioneers of their generation. Get in touch with us and embark on your journey!