Managing the Transition Back to the Office: Expert Tips from a Corporate Psychologist

As more organisations push for employees to return to the office, managing this transition has become a top priority. Recently, supermarket chain Asda revealed that starting in January, thousands of its staff in Leeds and Leicester will be required to work at least three days a week from the office. In an internal email on 5 November, the grocer announced it was changing its office attendance policy at its George House site in Leicester, as well as its Asda House and Britannia House offices in Leeds, in a bid to strengthen Asda’s position for 2025, according to The Telegraph.

This move marks the latest in a trend of companies tightening their office attendance policies. Such changes can stir a variety of emotions - ranging from excitement about reconnecting with colleagues in person to anxiety over the adjustment and the potential loss of flexibility. As organisations navigate the transition from hybrid or remote working back to the office, employee morale and engagement are critical factors that require deliberate attention. The shift can evoke a mix of emotions—from excitement about reconnecting in person to anxiety about change and loss of flexibility.

As a psychologist specialising in workplace dynamics, I understand that fostering a smooth transition is not only possible but also an opportunity to strengthen workplace culture.

Here are 10 practical tools to maintain morale and engagement during this transition:

1. Acknowledge the Change and Communicate Transparently

Open and honest communication is the foundation for managing transitions. Employees need to understand the why behind the decision to return to the office, the timeline, and the expectations.

  • Host Q&A sessions to address concerns.

  • Share the benefits of in-office collaboration while respecting diverse perspectives.

2. Provide Flexibility Where Possible

Moving to a full-time office setting can feel rigid after the autonomy of remote work. While some roles require in-office presence, offering flexible options, such as adjusted work hours or hybrid days, can help ease the transition.

  • Give employees autonomy to manage their schedules when feasible.

  • Create a phased return plan to help employees adapt.

3. Involve Employees in the Process

Engage employees in shaping the new normal by seeking their input on how to make the workplace experience positive and productive.

  • Use surveys or focus groups to gather feedback on office layouts, meeting schedules, or collaboration tools.

  • Incorporate suggestions into the final plan to show their voices are valued.

4. Reignite Social Connections

One of the biggest advantages of returning to the office is the chance to rebuild personal connections. However, after months (or years) of hybrid working, social bonds may need revitalising.

  • Organise team-building activities, lunches, or social hours.

  • Encourage informal interactions, such as coffee breaks or shared hobbies, to reestablish camaraderie.

5. Focus on Wellbeing and Mental Health

Returning to the office may trigger stress or anxiety for some employees. Prioritising mental health is essential to maintaining morale.

  • Offer access to Employee Assistance Programmes (EAPs) or counselling services.

  • Provide mindfulness or wellness workshops to equip teams with stress management tools.

6. Redesign the Workspace for Comfort and Collaboration

The physical workspace should inspire productivity and comfort. After remote working, employees might expect an environment that feels less formal and more inviting.

  • Create flexible workstations or quiet zones for focused tasks.

  • Add collaborative spaces with tools for creative problem-solving.

7. Set Realistic Expectations

Avoid overwhelming employees with new projects or unrealistic deadlines right after returning to the office.

  • Allow time for re-acclimation to in-person dynamics.

  • Focus on prioritising and celebrating small wins to build momentum.

8. Celebrate the Return

Mark the transition with positivity by celebrating the return to the office in a meaningful way.

  • Host a welcome-back event, such as a breakfast, workshop, or team gathering.

  • Use this moment to reinforce company values and goals, fostering unity.

9. Invest in Training and Development

Returning to the office is an opportunity to upskill employees and enhance engagement through learning.

  • Offer workshops on communication, collaboration, and leadership skills tailored to an in-office environment.

  • Encourage cross-departmental projects to boost engagement and innovation.

10. Monitor and Adapt

The transition to in-office work is not a one-time event but an ongoing process. Regularly assess how employees are adjusting and be prepared to make adjustments.

  • Use anonymous surveys to check morale and satisfaction levels.

  • Encourage managers to hold one-on-one check-ins to understand individual concerns.

Conclusion

Returning to the office is more than a logistical challenge—it’s a cultural transformation. By prioritising communication, flexibility, wellbeing, and connection, organisations can maintain morale while fostering a stronger, more engaged workforce.

The key is to approach this transition with empathy, transparency, and a willingness to adapt. Remember, an engaged and supported team is more productive, innovative, and committed to shared goals. This shift can be a chance to not only reestablish the workplace but to elevate it.

By investing in your employees’ emotional and professional needs, you set the stage for long-term success in this new era of work.