Managers' Guide: 8 Tips for Supporting Your Team's Return to Office

Bringing employees back to the office presents logistical opportunities and challenges. For some employees, especially younger team members, this may be their first experience of a traditional office environment, while others may need time to adjust to new routines and expectations. 

As a manager, your role in this transition is crucial. By leading with empathy, flexibility, and a focus on connection, you can turn this shift into a positive experience that sets your team and the individuals in it up for success.

1. Acknowledge nerves and ease the transition 

Each employee will have had a different experience of remote work, and their feelings about returning to the office will vary. Some may be excited to collaborate in-person, while others may feel apprehensive, especially if this is their first time working in a traditional office space. Scheduling one-to-one meetings or small group meetings to discuss any concerns or challenges they may have can provide key insights into how best to support them and also be a good chance to share the opportunities of this transition. This will not only build trust and rapport but also ensure that everyone feels heard and valued.

Tip: A quick and low-pressure way to encourage your team to slowly open up, is to ask everyone to say one word that describes how they feel about returning to the office. Some may say “excited,” while others might admit to feeling “nervous” or “unsure.”

2. Encourage shadowing and buddy systems 

One of the best things about office life is the opportunity to learn by observing. Invite junior team members to sit in on meetings, observe negotiations, or see how you tackle tricky situations. This kind of ‘learning by osmosis’ will help them build soft skills like influencing decisions, handling workplace dynamics, and learning effective communication. 

Tip: Pair newer employees with more experienced colleagues to create a buddy system. This gives them a go-to person for guidance and support, helping them build confidence and navigate workplace norms. Consider also the opportunities within this framework for a ‘reverse mentorship’ setup, where they can share insights on emerging technologies, modern workplace trends, and evolving communication styles. 

3. Make adjustments for neurodivergent employees 

To support neurodivergent employees or those with specific needs in their return you may need the support of your HR department to ensure reasonable adjustments are complied with. However, it’s useful for all managers to be aware that factors like bright lights, background noise, and open-plan spaces may make focusing difficult. Being mindful of the limitations of people’s social batteries, the benefits of quiet spaces, noise-cancelling headphones, and flexible seating arrangements can make a huge difference in ensuring people feel empowered and supported in belonging.

4. Make team bonding feel natural 

While structured team-building activities are always helpful, there is a risk that these become a one-off event. Look for ways to create micro-connections throughout the day. Informal team lunches, spontaneous coffee catchups, or ‘random lunch roulette’ (where employees are paired up for a casual lunch) can create natural touchpoints for connection and build relationships as effectively as bigger bonding exercises.

For more tips on how to help your employees rebuild workplace connections after remote work, check out our recent article on this topic.

5. Create space for collaboration 

Collaboration is at its best when it happens naturally. Instead of expecting employees to instinctively work together, design spaces and processes that encourage it.

• Set up ‘idea corners’ with whiteboards and sticky notes for impromptu brainstorming. 

• Create ‘core collaboration hours’ where different teams can mix and work on cross-functional projects.

• Experiment with formats such as ‘walk and talk’ meetings outdoors to make brainstorming feel natural.

• Implement hot desking to encourage employees to connect with colleagues beyond their remote work interactions.

However, balance is key as constant collaboration can be quite draining, especially for employees who are accustomed to working independently. Over-scheduled meetings can reduce time for focused work, so you may want to encourage ‘quiet hours’ where deep focus work is prioritised. That way, you’re giving employees the best of both worlds and respecting everyone’s working styles.

6. Show interest in their personal lives 

A return to the office doesn’t just affect work life – there may be knock-ons to personal routines, family commitments, and even wellbeing. Take time to check in on how your team is feeling about work and other more personal matters like hobbies and family situations. Showing genuine interest in their lives builds stronger connections of belonging and helps employees feel seen as whole individuals, not just workers. 

Tip: Give team members a chance to bring in or share something that represents something personal or meaningful to them. This not only helps coworkers learn more about each other but also creates a more personal and welcoming environment. 

7. Highlight company benefits and resources 

Many employees may not be aware of all the benefits available to support them, which can make a huge difference in their transition back to office life. Find out what’s available and share with them. Look out for resources such as: 

• Back-up care services for those juggling work and family responsibilities. 

• Resources such as newsletters, blogs and webinars to help employees balance their personal and professional lives. 

• Employee Assistance Programmes (EAPs) that offer mental health support and counselling. 

• Learning and development programmes to support career growth and skill-building. 

8. Share failures as well as successes

Recognising and celebrating your team successes, whether big or small, can help boost morale and engagement. Acknowledge your team’s efforts to adapt to the return, highlight project successes, and show appreciation for efforts put into collaboration and teamwork.

On the flip side, be honest about failures and treat them an inevitable (and valuable) part of growth. As a leader, sharing your own past missteps, and what you learned from them, creates a culture where employees feel safe experimenting, innovating and sharing ideas. A manager that embraces an open environment for this type of discussion can help their team feel empowered to take calculated risks, learn, evolve and improve. 

Create a supportive and inclusive workplace 

At the heart of a successful return to the office is a culture where people feel valued, supported, and seen as more than just employees. By taking the time to acknowledge concerns, nurture learning, and make necessary adjustments, managers can help their teams not just adapt but truly thrive.