What Leaders Need to Prepare For Before Pushing Return-to-Office
Enthusiasm, barriers, and your pre-RTO checklist
The Return Isn’t the Problem—It’s the Readiness
Many companies continue to mandate a return-to-office (RTO) plan as the work-from-home (WFH) model gradually declines. But while policy is pushing people back, motivation may be pulling them in the other direction.
Leaders often face mixed reactions. Some socially driven employees can’t wait to return to the buzz of in-person collaboration. Others might quietly disengage—or resign—if they feel the mandate ignores their needs.
So, what’s the answer?
As it turns out, enthusiasm—not compliance—is the key driver of a successful return to the office. And enthusiasm isn’t about age, seniority, or industry. Research shows it comes down to three things: culture, connection, and cultivation.
These three drivers determine whether employees either feel energized by the workplace or actively resist it. Understanding them is the first step to reducing pushback and building a better in-office experience.
What’s Driving Enthusiasm—And What’s Getting in the Way
Employee enthusiasm is shaped by how well an organization supports its people emotionally, socially, and professionally. Let’s break down the three drivers that boost in-office energy organically:
Culture: Feeling Appreciated
This is the connection an employee feels with their organization. When people feel valued and recognized, they’re more likely to engage and advocate.
This sounds like:
“I love the organization I work for.”
“My organization values my opinion.”
“We have a strong corporate culture.”
Connection: Building Relationships
This refers to the quality of relationships employees have with peers and leaders. Strong interpersonal connections build emotional loyalty to in-office work.
This sounds like:
“My manager has my best interests at heart.”
“Team projects keep me motivated.”
“I genuinely enjoy interacting with my coworkers.”
Cultivation: Being Set Up to Succeed
Cultivation is about how well the organization enables employee growth. Clear feedback, visible career paths, and the right tools all drive momentum.
This sounds like:
“I receive the support I need to succeed.”
“I’m encouraged to grow and take risks.”
“My work-life balance is respected.”
What’s Missing Today?
When enthusiasm is low, it’s often because these drivers are missing:
A perceived lack of appreciation reduces loyalty and investment
Weak peer relationships make in-office time feel hollow
A lack of feedback or growth can lead to detachment or burnout
These gaps are especially clear when you examine the different employee profiles uncovered in the research.
Gaps Leaders Must Address by Segment
Understanding how different personality types respond to the workplace helps leaders know what to fix based on each group:
Type A refers to the group that is most enthusiastic about in-office work.
48% report better productivity in the office
54% say the office helps them connect meaningfully
→ They thrive on collaboration, recognition, and growth
Type B folks are in-office inclined, but need structure and variety.
60% value flexible seating
54% say the ability to move around is important
→ Privacy, routine, and meaningful collaboration drive them
Type C are fairly split down the middle regarding RTO vs. WFH.
71% say private spaces boost enthusiasm
64% value flexible and collaborative seating
→ Trust and autonomy are essential
Type D simply enjoy the social aspect of in-office work.
Enjoy office perks, but not deeply motivated by them
→ They want ease, predictability, and low-pressure connection
Type E groups perceive far fewer benefits regarding RTO.
Most disengaged from in-office value
Only 19% see wellness spaces as beneficial
→ Need strong mentorship, structure, and purpose to re-engage
How Can Leaders Prepare for Pushback?
Return-to-office resistance isn’t about defiance—it’s a signal. This is a positive thing, because employees are telling us what’s missing. So ask:
Are your leaders prepared for RTO pushback?
And more importantly, are they prepared to respond to what’s really behind it?
It’s time to move beyond mandates and start managing emotional and relational readiness.
Your Pre-RTO Leadership Checklist
Before calling employees back, assess your workplace through these lenses:
✅ Do employees feel appreciated?
✅ Are you fostering real relationships at work?
✅ Are career paths visible, supported, and achievable?
If the answer isn’t a confident “yes” across all three, that’s where the work begins.
You don’t need to overhaul your culture overnight, but you do need to understand what fuels workplace energy. When leaders prioritize appreciation, connection, and growth, enthusiasm follows, and the return to the office feels less like a mandate and more like a move forward.
