Return to the Office? Why Communicating Value Is Key to a Successful Transition
As organisations adapt to the evolving world of work, one question is being asked in boardrooms, HR departments, and team meetings alike: how do we get people back to the office – and make it worth their while?
At iNOMEE, we specialise in helping leaders and teams navigate change. And right now, one of the biggest challenges facing organisations is the return to office transition. It’s not just about logistics – it’s about culture, trust, and communication.
Backed by the latest research from Wiley Workplace Intelligence*, we’re sharing what’s really happening inside organisations, the concerns employees are voicing, and – most importantly – how leaders can approach this shift in a way that retains talent and boosts morale.
Return to Office: What the Latest Research Tells Us
According to a Wiley Workplace Intelligence survey of over 1,700 professionals:
40% of previously remote employees have now been asked to return to the office
41% are working in a hybrid model, and only 18% remain fully remote
This shift marks a significant change in workplace expectations. While the pandemic introduced flexible work as a norm, today’s employers are revisiting office-based work for its perceived benefits – from increased productivity to stronger team collaboration.
However, not all employees are on board. The challenge lies not just in bringing people back, but in helping them understand the value of returning.
As Harvard Business Review emphasises, feedback should be continuous, not a one-off event. Weekly feedback enables employees to make quick adjustments, celebrate progress, and improve performance in real-time. In contrast, annual feedback can often feel disconnected, missing key opportunities for course correction and recognition.
By integrating regular feedback into your workplace culture, you foster a transparent, trust-based environment that boosts employee morale and motivation. Moreover, personalised feedback that acknowledges the diverse communication styles within your team helps create a more inclusive and supportive atmosphere, ensuring every team member feels valued and empowered to grow.
Majority See Positive Aspects of In-Person Work
87% of people believe there are positive aspects to working in the office
Why Employees Are Concerned About Returning to the Office
The transition back to in-person work has created tension for many employees, with concerns that include:
Inconsistent return to office policies
Loss of flexibility that once supported work-life balance
Decreased trust in leadership due to unclear communication
Limited access to talent when roles are tied to geography
When organisations don’t clearly communicate the why behind these changes, it can erode trust and disengage employees – especially those who have built their routines, health, and family responsibilities around remote or hybrid work.
The Benefits of Working in the Office – And Why They Matter
Despite hesitation, there’s plenty of reason for optimism. 87% of employees surveyed by Wiley recognised the benefits of working in the office – and at iNOMEE, we’ve seen those benefits firsthand when helping teams strengthen their connection and performance.
In-person work environments can:
Boost creativity through spontaneous collaboration
Enable faster, more efficient problem-solving
Support peer learning and career development, especially for early-career professionals
Combat social isolation and improve mental health and wellbeing
Help re-establish a strong and inclusive team culture
The key is to help employees see these benefits for themselves. That’s where a strong employee value proposition (EVP) becomes essential.
What Is an Employee Value Proposition – and Why Is It Crucial Now?
Your employee value proposition is what sets your organisation apart as a place to work. It includes everything from your mission and culture to the experiences you offer your team.
When designing your return to office strategy, your EVP should answer the question every employee is asking:
What’s in it for me?
Rather than enforcing office attendance as a policy, show your people:
How in-person time supports connection and growth
What career development opportunities come from visibility and collaboration
How you’ll maintain a level of flexibility and autonomy that respects their needs
This shift in perspective can turn resistance into engagement.
How to Build a Return to Office Strategy That Works
At iNOMEE, we believe successful change begins with empathy and insight. Whether you’re moving to a full-time office model or embracing a hybrid structure, here are three evidence-based strategies to lead with:
1. Communicate expectations clearly – and apply them fairly
Set consistent policies, explain what’s changing, and involve leaders at every level.
2. Show the benefits of office-based work
Highlight the real, tangible value for employees – from peer learning and mental health support to greater visibility and collaboration.
3. Maintain flexibility where possible
Hybrid work models remain one of the most effective ways to retain talent, especially for those with caregiving duties or health considerations.
Communicate expectations and implement them consistently
Show the benefits of office-based work
Allow flexibility to build trust
The Future of Work Is Balanced and Human
80% of employees surveyed by Wiley want organisations to continue offering remote work options. That figure sends a clear message: people value flexibility – and they don’t want to lose it.
As we enter this next phase of work, forward-thinking organisations are creating blended models that support both business needs and human needs. With the right return to office strategy, you can rebuild energy, reconnect teams, and reinforce your culture – all while retaining the people who make your business thrive.
Ready to Support Your Team Through Change?
At iNOMEE, we help leaders and HR teams design high-impact strategies that build trust, engagement, and psychological safety. If you’re planning a return-to-office rollout or looking to improve your hybrid culture, let’s talk.
Together, we’ll co-create a solution that works for your people – and your future.