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Managing a return to the office.

Managing and encouraging teams to return to the office, especially after a prolonged absence or a significant change in work arrangements, requires a thoughtful and supportive approach. Here are some strategies to help you encourage your staff to return to work:

people in an office
staff in an office

Clear Communication:

Communicate openly and transparently with your staff about the reasons for their return to work.

Clearly outline any changes in work arrangements, safety protocols, or expectations.

Safety and Well-being:

Prioritise the safety and well-being of your staff. Ensure that the workplace is a safe and healthy environment.

Implement and communicate COVID-19 safety measures or any other relevant health and safety protocols.


Be flexible with work arrangements where possible. To ease the transition, offer options like hybrid work, flexible hours, or part-time schedules.

Consider accommodating individual needs, especially if staff have caregiving responsibilities or health concerns.

Training and Support:

Provide any necessary training or resources to help employees adapt to new technologies or work processes.

Offer emotional support and resources for mental health, as returning to work can be stressful for some.


Consider offering incentives or rewards for returning to work, such as bonuses, additional time off, or other perks.

Recognise and reward the efforts and contributions of employees during this transition.

Open Dialogue:

Encourage open dialogue with your staff. Listen to their concerns and provide a platform for them to share their feedback and ideas.

Address any concerns or issues promptly and constructively.

Employee Engagement:

Foster a positive and engaging work environment. Engaged employees are more likely to return to work and stay motivated.

Plan team-building activities or initiatives that boost morale and team cohesion.

Set Clear Expectations:

Clearly define job roles, responsibilities, and performance expectations to eliminate any uncertainty.

Set realistic goals and milestones to help staff ease back into their roles.

Employee Well-being Programs:

Consider implementing well-being programs focusing on physical and mental health, stress management, and work-life balance.

Promote the use of employee assistance programs if available.

Reconnect Socially:

Organise team meetings, events, or gatherings to reconnect socially and rebuild the sense of community within the workplace.

Encourage colleagues to support each other during this transition.

Lead by Example:

Show leadership by returning to work yourself and demonstrating commitment to the workplace.

Be a role model for professionalism, work ethic, and a positive attitude.

Stay Adaptable:

Be prepared to make adjustments based on your staff's evolving needs and concerns.

Continuously evaluate and refine your approach to ensure it remains effective.

Remember that every employee's situation and concerns may be unique. A personalised and empathetic approach will most effectively encourage staff to return to work confidently and enthusiastically.

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