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According to a recent report, at least part of the week in 2023. There are a variety of business-case reasons for a return to the office. For example, one executive last year said to improve when employees are in the office. If you鈥檙e considering a return-to-office policy for your company, here are six ways to smoothly transition employees to the office.

Clearly communicate with employees

Many employees will feel anxious or resist returning to the office, so it鈥檚 important to be completely transparent when you communicate your return-to-office plan with them. In fact, said a lack of clear communication about a post-pandemic work plan is a cause for concern. Be clear about your reasoning behind bringing employees back to the office, your expectations for employees, and the measures you are taking to keep everyone safe and healthy. Develop a communication strategy and timeline to ensure you are communicating essential information to the appropriate audiences on a timely basis.

Be open to employee feedback

Along with internal communications with employees, it鈥檚 equally as important to ask for employee feedback in return. Conduct a return-to-office survey to learn how employees feel about going back to the office, what they are concerned about, and any suggestions or questions they have about the transition. And make sure you address these concerns and questions during future internal communications. After employees have returned to the office, continue to collect employee feedback on how employees are adjusting to working in the office again.

Offer additional benefits/perks

It goes without saying that not all employees will be thrilled about going back to the office. So what can you do to make working in the office a more positive experience for employees? One survey says to get people back into the office. But don鈥檛 think a 鈥淲elcome Back鈥� gift bag or free food is going to be enough. Work flexibility is a key component many employees are looking for, so you could offer employees options like more paid time off, a four-day work week, or a hybrid work arrangement. Commuter benefits, on-site daycare options, and pet stipends are some additional benefits companies are offering to reduce any strain employees feel from not working remotely five days a week anymore.

Provide mental health support

Unfortunately, transitioning back to working in the office could take a toll on some employees鈥� mental health. According to a study from Business Group on Health and Fidelity, in their return-to-office strategy. Here are a few steps you can take to make this transition as easy as possible for everyone:

• Provide access to mental health resources, such as an Employee Assistance Program (EAP).
• Communicate frequently with employees about your return-to-office plans and respond to employee feedback.
• Train supervisors on how to recognize signs of depression or anxiety in employees.
• Offer flexible work options that promote a healthy work-life balance.

Take the transition step-by-step

If going from a work-from-home model directly to a work-from-office model seems like too drastic of a change, it could be a good idea to take a step-by-step approach to the transition. Instead of employees coming back to the office full-time right away, they could start by working in the office 1-2 times a week. After they鈥檝e settled into that routine, they can come into work a few more times a week until they鈥檙e full-time. This approach gives employees time to adjust to the change and gives employers a better chance to carefully monitor how the transition is going.

Decide what the right choice is for your company

If you鈥檙e still on the fence about having your employees return to the office, remember you aren鈥檛 the only company feeling this way. What鈥檚 most important is that you are taking the necessary steps to make the best decision for your company and your employees, whether that鈥檚 a remote, hybrid, or in-office work situation.听

Want to learn more about how you can support your employees? Check out our employee wellness guide below!

The information in this blog post is for educational purposes only. It is not legal or tax advice. For legal or tax advice, you should consult your own legal counsel, tax and investment advisers. 

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