Remote work has become a preferred way of working for millions of employees. Many companies, however, are pushing for a return to the office, citing better collaboration, culture, and productivity. Yet, with workers accustomed to the flexibility of remote work, how can companies make the office a place where employees actually want to be? Companies that simply mandate a return to the office are seeing pushback, with many employees resisting or even leaving for fully remote roles. The key isn’t about forcing employees back—it’s about making in-person work a better experience than working from home. This means creating an environment that fosters curiosity, collaboration, and engagement while addressing the reasons employees prefer remote work in the first place.
Why Employees Prefer Remote Work
To make the office more appealing, it’s important to understand why employees prefer remote work. Research has shown that workers enjoy:
- Flexibility: The ability to set their own schedules and avoid long commutes makes remote work highly attractive.
- Work-Life balance: Many employees report feeling less stress and having more time for family and personal interests.
- Increased Productivity: A 2024 Stanford study led by economist Nicholas Bloom found that hybrid workers—those working from home two days a week—were just as productive as their fully in-office peers, with a 33% lower resignation rate.
- Cost Savings: Employees save on transportation, meals, and work attire, making remote work financially appealing.
Simply ordering employees back to the office without addressing these benefits will likely result in resistance. Instead, companies need to create an environment that competes with remote work by offering compelling reasons to come back.
What’s Happening as Companies Bring Employees Back From Remote Work To The Office?
Several major companies—including Amazon, JPMorgan Chase, and Google—have recently rolled back remote work policies, requiring employees to return to the office. But has it worked?
- Amazon: Employees pushed back against the company’s return-to-office policy, with 91% expressing dissatisfaction and 73% considering leaving due to the mandate.
- JPMorgan Chase: CEO Jamie Dimon has emphasized the importance of in-office work, particularly for leadership roles. While the company reports stronger collaboration, some employees are frustrated with the shift.
- Google: The company initially embraced hybrid work but later tightened attendance rules. Employees returning to the office noted increased collaboration but also concerns over long commutes.
These examples highlight an important reality—forcing employees back without adding value to in-office work can backfire. Companies that want a successful return-to-office strategy must go beyond mandates and focus on what makes the office worth the trip.
How To Make The Office More Appealing Than Remote Work
If companies want employees to willingly return to the office, they need to rethink the workplace experience. Here’s how:
1. Provide The Flexibility Employees Want But Thought They Could Only Get With Remote Work
One of the main reasons employees prefer remote work is flexibility. While a full return may not be appealing, a hybrid approach can be a strong middle ground.
- Offer flexible in-office days, allowing employees to choose which days they come in.
- Implement “no-meeting” office days to make in-office work more productive.
- Allow for personalized schedules, so employees can avoid rush-hour commutes.
Flexibility doesn’t mean fully remote—it means giving employees a sense of control over their time.
2. Make The Office A Place For Collaboration, Not Just Attendance
One mistake companies make is bringing employees back to the office only to have them sit at a desk and work alone—the same thing they could do at home. If the office is just a physical space for independent work, there’s no incentive to return.
Instead, companies should make office days focused on collaboration by:
- Scheduling team brainstorming sessions and interactive meetings.
- Creating dedicated collaboration spaces with comfortable seating and smart boards.
- Encouraging cross-team networking to build stronger workplace relationships.
If employees see the office as a hub for creativity and innovation, they will be more inclined to return.
At the same time, if employees are resisting office work because they aren’t contributing meaningfully, companies should reassess whether those roles are necessary. Some employees may have thrived in remote work simply because there was little oversight, allowing them to disengage without consequences. If returning to the office exposes a lack of productivity, organizations may need to rethink their workforce strategy and ensure that those who remain are actively adding value.
3. Improve The Office Experience So It Is As Comfortable As Remote Work
Remote work is comfortable—so the office needs to compete with that comfort. Simple changes can make a big difference:
- Upgraded workspaces by providing ergonomic chairs, standing desks, and quiet areas.
- Better technology can ensure that in-office tech is superior to what employees have at home.
- Food and perks including offering free coffee, snacks, or catered lunches can make office days more attractive.
Google and other top companies have invested heavily in their office environments, providing perks that make employees want to be there rather than forcing them.
4. Make Commuting Less Painful
For many employees, commuting is the biggest downside of in-office work. Companies can ease this by:
- Providing commuter benefits, such as reimbursements for gas or public transportation.
- Offering flexible arrival and departure times to avoid rush hour.
- Allowing some remote mornings, where employees work from home in the morning and come in later.
If the commute is less of a hassle, employees are more likely to return to the office.
Some companies have taken an even more innovative approach by providing shuttle services that allow employees to work during their commute. Tech companies like Google and Facebook have long offered private buses equipped with Wi-Fi, turning travel time into productive work hours. If commuting is seen as wasted time, employees will resist coming in—but if companies integrate that time into the workday by enabling employees to be online and engaged, it becomes far less of a burden. Organizations looking to ease the transition back to the office should consider ways to make commutes more efficient, whether through employer-sponsored shuttles, co-working spaces closer to employees’ homes, or technology that allows for meaningful work to begin before they even step into the office.
5. Foster A Culture Of Learning And Growth For An Advantage Over Remote Work
One way to entice employees back to the office is to make in-person work essential for career growth.
- Offer exclusive in-office training sessions that help employees advance their skills.
- Host leadership Q&As and mentorship programs that encourage face-to-face interaction.
- Make promotions and high-visibility projects more accessible to those who engage in in-person collaboration.
Employees will be more willing to return if office presence is tied to career advancement rather than just attendance.
6. Give Employees A Voice In Return-to-Office From Remote Work Plans
Mandating office work without consulting employees can lead to frustration and disengagement. Companies should:
- Survey employees to understand their biggest concerns about returning.
- Test different hybrid models to see what works best.
- Be transparent about decisions and explain why office work is important.
Employees want to feel heard—if they see that their feedback shapes office policies, they’ll be more likely to buy in.
The Future Of Remote Work: Finding A Balance
Remote work isn’t disappearing entirely, but its future is shifting. Some companies are bringing employees back, while others continue to embrace hybrid or fully remote models. For businesses, the key isn’t just getting employees back in the office—it’s making the office a place employees want to be. By providing flexibility, improving the workplace experience, and fostering a culture of learning, organizations can ensure that in-office work isn’t just another requirement—it’s an opportunity for connection, growth, and innovation.