Forget Age and Job Title—This Is What Really Drives People Back to the Office
How to Make Your RTO Strategy Actually Work
As hybrid work settles into the new normal, more companies are issuing back-to-office mandates—hoping to recapture the connection and collaboration of in-person work. And if you had to guess who might welcome that shift, you’d probably start with a few stereotypes.
An in-office enthusiast might look like Jeanine from accounting: a seasoned Gen-X social butterfly who thrives on catching up with coworkers after the long weekend. Meanwhile, a staunch work-from-homer might look like Jesse from sales: a 20-something go-getter who finds his best productivity from noise-cancelling headphones and the comfort of his home office.
Here’s the catch: new research shows there’s no data to support these broad, generational assumptions. The desire to return to the office isn’t driven by age, gender, career stage, or any other demographic factor.
It’s driven by enthusiasm.
A large-scale study of over 6,500 office workers revealed five distinct psychographic profiles that shape how people experience work, and crucially, how they feel about returning to the office. These personality types span across all demographics and may just hold the key to making your return-to-office strategy more effective, inclusive, and energizing.
So what are the five types—and what do they need?
Type A
These employees are driven, career-focused, and energized by collaboration. They thrive in high-performing teams and are deeply invested in professional growth.
What they need: Recognition, leadership development, strong teams
Challenges: Need consistent feedback and challenging work to stay engaged
Boost enthusiasm by: Offering career advancement programs, leadership opportunities, and high-quality, flexible workspaces with wellness perks
Type B
Reliable, independent, and quietly committed, this group values structure, privacy, and doing their best work behind the scenes.
What they need: Private workspaces, meaningful collaboration, emotional well-being
Challenges: Resist micromanagement; need to feel trusted and supported
Boost enthusiasm by: Creating structured routines, offering quiet focus areas, and fostering emotionally safe team collaboration
Type C
Highly ambitious but often disengaged, this group lacks trust in leadership and works best independently. They want to succeed—but on their own terms.
What they need: Autonomy, flexible workspaces, strong manager relationships
Challenges: Low trust in leadership; skeptical of return-to-office value
Boost enthusiasm by: Providing quiet, flexible environments and focusing on building trust through consistent support and transparent communication
Type D
Extroverted and financially secure, these employees enjoy the social aspects of office life but don’t see their jobs as central to their identity.
What they need: A predictable, low-stress environment with social interaction
Challenges: Moderate in-office enthusiasm; low long-term loyalty
Boost enthusiasm by: Offering routine, casual social opportunities, and a balanced, low-pressure environment that respects work-life boundaries
Type E
Disengaged and unmotivated, this group doesn’t see a future at their company and often feels like just another cog in the machine.
What they need: Mentorship, structured feedback, visible career paths
Challenges: High emotional detachment and negativity toward work
Boost enthusiasm by: Creating private spaces, flexible work options, and providing supportive mentorship and development pathways
The Bottom Line
If leaders want to inspire enthusiasm—not resistance—about returning to the office, they need to go beyond mandates. Enthusiasm doesn’t come from policy. It comes from personalization.
While each employee is different, the research is clear: people thrive when they feel supported, valued, and set up for success. The key isn’t in managing by age, title, or tenure—it’s in understanding what drives each personality type.
A thoughtful return-to-office plan might include:
Career advancement and leadership opportunities
Open, flexible, and private workspaces
Workplace wellness features
Autonomy balanced with clear routines
Meaningful collaboration—not just meetings
Optional social moments to connect
Mentorship and career visibility
Build an environment where employees want to show up, and enthusiasm will follow.
