Returning to the office: making the transition work for everyone

The return to office work has been one of the biggest workplace challenges of recent years. For many SMEs, the question isn't whether to bring people back, but how to do it in a way that works for everyone – employees, managers, and the business itself.

Let's be honest, the world of work has changed permanently. Many employees have experienced the benefits of flexible working and aren't keen to give them up entirely. At the same time, businesses are recognising the value of face-to-face collaboration, spontaneous conversations, and the energy that comes from working together in person.

The most successful transitions we've seen happen when businesses approach the return with empathy and flexibility, rather than rigid mandates. It's about finding the right balance for your particular team and business needs.

Communication is absolutely essential. Before making any decisions, talk to your team about what's working and what isn't with current arrangements. You might be surprised by what you learn. Some people are desperate to get back to the office environment, while others have genuine reasons for preferring remote work. Understanding these perspectives helps you make informed decisions.

Consider a phased approach rather than an immediate full return. This might involve starting with certain days in the office, specific teams, or particular types of meetings. It gives everyone time to adjust and allows you to iron out any practical issues along the way.

Think about what you want to achieve by having people back in the office. Is it better collaboration? Stronger team relationships? Easier management oversight? Once you're clear on the objectives, you can design an approach that delivers these benefits whilst accommodating reasonable flexibility requests.

Don't forget the practical considerations. Office spaces may need updating to reflect new ways of working. Health and safety measures might still be relevant for some employees. Technology needs to support hybrid meetings effectively. These details matter for making the transition smooth.

Be prepared for some resistance, and don't take it personally. Change is difficult, and people have got used to different routines. Some employees may have moved house, taken on caring responsibilities, or simply discovered they're more productive at home. These are legitimate concerns that deserve thoughtful consideration.

Set clear expectations about what office time should achieve. If you're asking people to come in, make sure that time is valuable and purposeful. Nothing undermines a return-to-office policy faster than people sitting at desks doing exactly the same work they could do at home.

Remember that flexibility doesn't mean a free-for-all. Clear policies help everyone understand what's expected. Whether it's core hours, minimum office days, or team meeting requirements, consistency and fairness are key to making any policy work.

The businesses that get this right are those that see it as an opportunity to create an even better working environment, not just a return to how things were before. With the right approach, you can have the best of both worlds.

Need help designing a return-to-office strategy that works for your business? Email info@psmhrmanagers.com or call 01784 472541 – we'd love to help you find the right balance.