Make Return to Office a Smooth Transition for Your Employees
January 20th, 2025
5 min read
By Ingrid Ellis
The return to office (RTO) is more than just a shift back to cubicles and conference rooms; it’s a seismic adjustment for employees who have spent years navigating the routines of remote work. For some, it’s a welcome chance to reconnect and collaborate face-to-face. For others, it’s a logistical and emotional maze fraught with commuting stress, childcare challenges, and workspace uncertainties.
Without careful planning and awareness, this transition can become a frustrating experience for everyone involved.
At The Metiss Group, we specialize in leadership development and talent strategies rooted in behavioral science.
this article, you’ll discover actionable insights to guide your team through a seamless, supportive transition back to the office:
Let’s talk about what happens when companies jump into RTO without a solid game plan. Just this week, AT&T found itself in the spotlight when it implemented its five-days-a-week office mandate. Employees shared their concerns about unexpected logistical challenges, such as limited parking, crowded elevators, and uncertainty around available desks.
And while many thrive in the energy of an in-person office, not everyone is equally enthusiastic about the shift. So a lack of preparedness from business owners can add extra stress on top of that transition.
And let’s not forget the impact on morale: if employees feel like their needs weren’t even considered, how engaged do you think they’ll be?
If employee frustrations aren’t met with empathy, a smooth return-to-office transition becomes nearly impossible. And RTO introduces a host of new stressors for employees.
So as a leader, it’s important for you to understand what your employees are up against. Here’s a sampling of the stressors that could be added to their lives through RTO:
The Commute Is Back
For many, working remotely eliminated hours of sitting in traffic or navigating public transportation. Now? Those hours are back, eating into their day and increasing stress.
Plus, for those who have already been back in the office, their commute likely got a lot worse as so many more vehicles are on the road with the recent RTO movement.
Childcare Challenges
Working parents must figure out how to juggle daycare pickups before closing time—a task that’s infinitely more stressful when you’re stuck in traffic at 5:45 p.m. Being late can mean fees or, worse, losing a spot at the daycare entirely.
Workspace Uncertainty
Some employees are now wondering, Will I even have a desk? With many companies moving to shared or flex spaces, the idea of impermanence creates anxiety. Having to fight for a workspace each morning doesn’t exactly set the tone for a productive day.
Office Dynamics
Remote work meant avoiding many of the little quirks that come with sharing physical space, but returning to the office brings those dynamics back.
One of my coworkers recently shared a story about sharing an office with Tim, a brilliant systems engineer with messy habits and loud eating. The constant chewing and occasional belching made it impossible for him to focus.
Eventually, they had a respectful conversation, explaining how these habits were impacting the environment. To my coworker’s surprise, Tim appreciated the feedback, made changes, and their relationship improved.
This anecdote highlights how EQ can make tough conversations easier. With empathy and respect, even awkward situations can lead to better relationships and a more positive work environment.
Generational Differences
Let’s not forget that the pandemic began five years ago. For newer employees, remote work is all they’ve ever known.
Things seasoned office veterans might take for granted, like cleaning up after yourself in the kitchen or figuring out the unspoken dress code, can feel daunting to someone stepping into an office environment for the first time.
To be clear, most organizations pushing for RTO have good intentions. In-person work has its benefits: better collaboration, stronger team engagement, and opportunities for spontaneous creativity.
But just because the benefits are there, doesn’t mean everyone’s thrilled about coming back. And that’s where empathy enters the picture.
Empathy is the ability to understand the experiences and emotions of others. It’s not about feeling sorry for employees but about acknowledging their challenges and working toward solutions.
Sometimes, empathy is simply about letting someone know they’ve been heard. Studies repeatedly show that when individuals feel their concerns have been listened to — whether or not their suggestions are implemented — they’re more likely to buy into a decision.
Just creating space for employees to share their perspective can go a long way in easing the transition. Enter emotional intelligence (EQ).
You might be thinking: Emotional intelligence? Emotions have no place in the workplace, right?
In truth, emotional intelligence is less about emotions themselves and more about improving decision-making.
The EQ framework we use at The Metiss Group focuses on practical, actionable traits like problem-solving, stress tolerance, and flexibility — all of which are invaluable for navigating the complexities of RTO.
There are 15 EQ subscales in total, but here are three examples of ways EQ development can be a game-changer during the return to the office:
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Social Responsibility: Leaders and employees with strong social responsibility understand the importance of contributing to their community and team. During the RTO transition, these individuals are willing to step up and form focus groups to tackle challenges like parking logistics, desk assignments, or fostering a welcoming office environment. By actively engaging in improving their work community, they help create a sense of shared purpose and accountability, making the return smoother for everyone.
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Interpersonal Relationships: Building strong relationships in the workplace requires a balance of self-actualization, problem-solving, and independence. Leaders and team members with these EQ traits know how to support others while maintaining their own boundaries and staying true to their goals. For example, during RTO, they might offer mentorship to newer employees navigating office dynamics for the first time or collaborate to resolve conflicts between coworkers. This balance strengthens trust and collaboration, which are essential during transitional periods.
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Stress Tolerance: The RTO process can be overwhelming for both employees and leadership, but leaders with strong stress tolerance remain composed under pressure. They model calmness, even when logistical challenges arise, like workspace shortages or parking problems. This resilience helps employees feel more secure and confident in the transition, as they see leadership managing difficulties with clarity and focus.
For EQ to truly make a difference, it needs to start at the top. Leaders must develop the emotional intelligence needed to navigate the complex emotions surrounding RTO. They set the tone for the rest of the organization.
When leaders lead with empathy, flexibility, and problem-solving, it creates a ripple effect, encouraging individual contributors to adopt the same mindset.
Once you develop EQ in your leaders, the next step is to develop your high-potential employees.
By investing in EQ development across the team, you’ll of course make the RTO transition smoother, but you’ll also build a stronger, more adaptable workforce. Employees with high EQ make better decisions, communicate more effectively, and are ultimately more productive.
The Bottom Line About EQ Development During RTO Transition
The return to office is a pivotal moment for your organization. Without a thoughtful approach, it’s frustrating for everyone, and it can even lower morale and increase employee turnover.
But the return to office doesn’t have to be a bumpy ride. By understanding your employee’s needs and leading with emotional intelligence, you can turn this transition into an opportunity for stronger collaboration and improved decision-making.
At The Metiss Group, we specialize in leadership development and EQ development tailored to your team’s unique needs. Now that you understand how EQ development can help the RTO transition, the next step is to understand the different types of people who benefit most from EQ development. This will help you further understand if EQ is a good fit for your organization.
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