7 Tips for Implementing (and Tracking) a Return to Office Policy

Many employers have made the decision to bring employees back to the physical workplace, some after four-plus years away. Some are taking a hybrid approach, balancing some time in the office with the remainder of the workweek remote, while others want employees back in person full time. If your company is among those making this shift, check out our guide to implementing and tracking a return-to-office policy.

What is a Return to Office Policy?

A return-to-office policy is a coordinated effort that brings employees back to the workplace. Many organizations across the nation pivoted to full remote work during the COVID-19 pandemic. In order to emphasize the expectations of employees, businesses must create detailed policies that outline the plan for coming back to the office or other physical workplace, as well as other details.

Why Does Your Company Need an Official Policy?

Returning to the office is likely going to be something that has to be enforced fairly and tracked by leaders. Creating a policy ensures a consistent set of rules that apply to all eligible employees. Additionally, putting the requirements in writing allows all team members to review regularly and go back when questions arise.

How to Create, Implement, and Track

Now that you understand the purpose of a return-to-office policy, check out our seven tips on creating, implementing, and tracking your company’s requirements.

Identify the why behind the policy

Before you can get employees to buy into coming back to work in person, you need to identify why it’s important to your organization. Perhaps you want employees to work more collaboratively, or maybe remote work is resulting in lower productivity rates or other key performance indicators (KPIs). Identifying the purpose behind the policy can help you communicate it more effectively.

Maintain an open line of communication

As you formulate the plan to get employees back into the office, consider how employees can communicate any needs, concerns, or issues. Maintaining an open line of communication can further support employee buy-in and keep everyone on the same page.

Write out the policy

You need a written document that can be distributed to all employees. Consider whether you want eligible employees to sign the document as a way to confirm their understanding. A digital version can also live on your company’s HR portal, ensuring that team members can access it if any questions come up.

Create a safer workplace

Although it’s been years since the pandemic started, some people are still concerned about their health and well-being. Consider any adjustments you can make to the workplace to protect those members of your team who might have worse outcomes if they get sick. Additionally, offer paid sick leave wherever possible to prevent employees from coming into work with communicable illnesses.

Emphasize the benefits

If you’re getting pushback from your employees about coming back to work, try to emphasize the pros of being together in person. Team building, mentorship opportunities, and collaboration are just a few examples of what makes in-person work more appealing and fulfilling.

Enforce it fairly

Of course, not all roles are suited to remote or hybrid work, and there may be some employees who never worked from home. But for those who have been able to work remotely, make sure the policy is fair and consistent. It’s likely to create problems if certain departments require three days a week in the office while others only require one or two.

Track for accountability

Accountability is a must in the workplace, so identify a method for tracking the return-to-office policy. If employees clock in and out, consider requiring the use of a physical time clock on in-person days.

No matter what type of policy your company needs to roll out, maintaining an open line of communication is vital. Ensuring that every member of the team has access to the written policy and understands it are also key elements of success.

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