Here’s a question to mull over: What percentage of your employees do you think are truly excited to return to the office? Unless your office culture is exceptionally strong, the reality is that many employees are reluctant to come back.
In fact, research has shown that 65% of people are willing to take a pay cut for the opportunity to work remotely, and 53% would even commit to working an additional 10 hours per week to enjoy the same benefit.
The numbers speak for themselves: Remote work is increasingly the preferred option for many. As a result, businesses now face the challenge of not only encouraging employees to return to the office, but also ensuring that those in-office days are meaningful and engaging. In this article, we’ll share nine strategies to help create meaningful in-office connections for your employees.
Strategy #1: Redesign the office experience to be inviting
The first step to making in-office days more enjoyable and productive is to redesign the office itself. To do this, create a flexible environment that supports collaboration, casual conversations, and focused work.
When redesigning your office, make sure to incorporate quiet areas or booths where employees can concentrate, as many people report being more productive at home due to fewer distractions. While social interactions are important, providing spaces for uninterrupted work will help employees feel more comfortable and engaged when they are in the office.
Remember: An office that accommodates a variety of needs (including those of introverts!) will make in-office days feel less like a chore and more like an enjoyable experience.
Strategy #2: Understand what employees really want
One of the most important steps in improving in-office connection is listening to what employees actually want. Rather than assuming, take the time to poll or survey your team to understand their preferences. Your company culture is as unique as your team — simply guessing won’t cut it.
Do they prefer catered lunches so they don’t have to leave the office for food, or do they enjoy the flexibility to run errands on their own without social obligations? Maybe they want to work from home more and only come to the office for specific activities or meetings.
Many companies default to a routine roster of stereotypical activities—like lunchtime yoga or happy hours—thinking they’ll boost morale. However, it’s important to understand that this approach isn’t a one-size-fits-all solution.
Instead of simply offering these activities, ask your team what they actually want and need. This helps employees feel heard and valued, which motivates them to come into the office when it’s necessary.
Strategy #3: Provide clear communication and expectations
Make sure that employees know why they are being asked to come into the office, and what is expected of them when they do. Transparency is key to helping employees feel confident in their decision to return to the office.
Set clear guidelines for in-office days, making sure employees know the purpose of these days—whether it’s for collaboration, team-building, or company-wide events. Open communication helps employees understand the value of in-office work, making it a more purposeful and engaging experience.
Strategy #4: Offer meaningful perks
When we think of workplace perks, we often think of the big names in tech—companies like Google, Apple, and Facebook, where employees enjoy world-class benefits like catered lunches worthy of a five-star restaurant, in-office massages, and lavish wellness programs. These perks have become the gold standard, but not every company has the resources to offer such extravagant benefits.
The good news is, you don’t need to have a massive budget to make a meaningful impact on your employees’ office experience. Small but thoughtful perks can go a long way in boosting morale, increasing in-office attendance, and creating a positive, welcoming culture.
What perk to offer depends on what your employees want (this ties back to point 2 on understanding your employees!), but you typically can’t go wrong with options like complimentary snacks or beverages.
For example, keep a well-stocked snack bar with a variety of healthy options or provide your employees with premium coffee to fuel the workday. You can also set up a beverage station offering high-quality coffee and artisanal teas, complete with a variety of premium add-ins and toppings.
Strategy #5: Create a hybrid-friendly culture of flexibility
Creating a hybrid-friendly culture is all about respecting employees’ preferences and offering the flexibility they need, while still encouraging in-office participation when necessary. A key aspect of this flexibility is allowing employees to decide both when and how often they come into the office.
Instead of enforcing rigid office days, give employees the autonomy to choose which days they want to come in. This makes in-office work feel less like a mandate and more like a choice. In fact, flexibility in office attendance can go a long way in making employees feel more engaged and committed.
On top of that, it’s also a good idea to allow employees the freedom to choose when they come to the office. For example, if someone has an early morning call with a colleague from a different timezone, they might prefer to take the call from home to better manage their time. Afterward, they can drop their kids off at school and head to the office afterward—perhaps even avoiding rush-hour traffic in the process. This kind of schedule flexibility helps make the in-office experience much less stressful and more aligned with employees’ personal lives.
For employees without family obligations, flexibility might mean coming in later in the day after handling personal errands or appointments during off-peak hours. This approach makes it easier for employees to balance work with their personal responsibilities, which, in turn, makes in-office days feel more manageable and less of a burden.
Of course, while offering flexible timing and attendance options is beneficial, it can create some logistical challenges, such as managing desk availability or ensuring that team members are present when needed.
One solution is to implement a desk-booking system that helps manage space usage, ensuring that there’s enough room for everyone who chooses to come in. This allows employees to reserve their preferred workspace in advance, reducing any conflicts over desk availability.
By allowing employees to work on their own terms, you show that you trust and respect their autonomy. This makes in-office days easier to commit to, especially when employees can tailor their schedule to fit their lives. The result is a more balanced, flexible office culture that drives greater engagement, productivity, and overall job satisfaction.
Strategy #6: Integrate fun and social activities
One of the best ways to ensure employees look forward to coming into the office is by making it enjoyable. Organize fun activities, such as office games, team lunches, or after-work happy hours. These events can serve as bonding opportunities, helping to build stronger relationships among employees.
However, it’s important that these activities remain voluntary. Employees should feel free to opt out if they have other commitments or simply prefer not to participate. This approach helps maintain a positive atmosphere, where participation is driven by choice, not obligation.
Strategy #7: Encourage in-office personal development opportunities
One of the most compelling reasons for employees to come to the office is the opportunity for personal and professional growth. Offering in-person learning sessions, workshops, or talks allows employees to feel that their time in the office is contributing to their development.
Frame the office as a space for growth—both personal and professional—rather than just a place to work. These opportunities for and skill-building will attract employees back into the office and make their time there feel more valuable.
Additionally, consider offering resources or creating support systems, such as mentorship programs or professional development clubs, especially for early-career professionals.
Many employees who joined during or after the COVID-19 pandemic, when hybrid and remote work became the norm, might struggle to navigate office dynamics or build workplace relationships. Providing these resources can help them find their footing and build meaningful connections, ultimately fostering a stronger, more engaged workforce.
Strategy #8: Celebrate team achievements and milestones
To create a positive and motivating office culture, it’s important to recognize and celebrate team achievements, both big and small. Whether it’s reaching a team goal or celebrating personal milestones like work anniversaries or birthdays, taking time to acknowledge these moments can make employees feel valued and appreciated.
To do this, incorporate recognition into regular office meetings or designate specific moments for celebration. Celebrations don’t need to be extravagant—simple gestures, such as a congratulatory message on a bulletin board or a thoughtful small gift, can go a long way in boosting morale and reinforcing a sense of community.
Strategy #9: Set the right tone and lead by example
Lastly, it’s crucial that leaders and managers set the tone for office culture. When leadership embraces in-person interactions and creates a positive, welcoming atmosphere, employees are more likely to follow suit.
Encourage leaders to be present and active in the office, engaging with employees in a casual, approachable way. This helps create an environment where employees feel connected and supported at work.
A final word on in-office connections
The truth of the matter is, it’s not easy to motivate employees to come back to the office. Think about it—if you’re used to the flexibility of working from home, where you can structure your day around personal needs or avoid the stress of a commute, the idea of returning to a rigid office schedule might feel like a step backward.
That’s why it’s essential to create an environment that feels rewarding, enjoyable and supportive, offering employees the opportunity to thrive both personally and professionally.
The key here lies in flexibility. When employees have the freedom to choose when and how they come into the office, it lowers the barriers to entry, making the transition from remote work feel less daunting. By removing rigid expectations and allowing them to navigate office days on their own terms, you create an environment that feels less like a compromise and more like a natural part of their work-life balance.
Ultimately, the goal is to make in-office connection a positive and valuable experience. When done right, this will result in a more connected, engaged workforce, where employees are not just willing, but eager, to return to the office.
Considering changes in your organization’s remote, hybrid, or in-office schedule? Learn from your team to ensure you’re building a workplace culture that inspires engagement, retention, and positive experiences for everyone. Connect with our team today for a free consultation.
