Return to Office Policies: How to Maximize Productivity and Employee Satisfaction

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The debate around the return to office (RTO) has been a hot topic since the pandemic flipped the world on its head. For some, the idea of returning to the office is seen as a sign that things are getting back on track. For others, it’s a source of stress – a step backwards in the progress made toward work-life balance and productivity during the remote work era.  

As businesses seek a culture balance between collaboration and flexibility, one question continues to dominate: how can we create the most productive work environment possible while keeping our employees happy? We believe the answer lies in the freedom of choice. 

If you’re someone who wants to see the world get “back on track,” don’t worry – the flexibility to choose between in-office and remote work doesn’t necessarily mean that everyone will immediately flock back to their home offices. Where folks decide to spend their work hours will be based on several key factors, including their individual needs, personalities, and the type of work they’re doing.  

For many people, working from home may be their preference because it allows them to focus without the frequent disruptions of an office environment. That said, there are many individuals for whom the office is the ideal setting, either because they thrive on face-to-face interaction, have family obligations at home that act as a distraction, or they simply enjoy and work better in a more structured environment.  

The key is flexibility. When possible, we recommend a hybrid work option which allows people to choose the environment that supports their best work for part of the week, but requires at least a little face time in the office to work on building and maintaining a winning culture. In this article, we’ll share why we think this is the best option for a winning culture, increased employee happiness, and a productive workforce. 

The Myth of the “More Productive Office”

Recently, Jan heard a leader quote a popular 2008 survey to say that people are “two times more productive” when working in the office compared to working from home. You may have even heard this stat yourself. Admittedly, it does sound like a compelling argument for RTO policies, but this data is often widely misinterpreted. Let’s take a deeper look. 

The key issue lies in the wording. This study is often misquoted as saying that workers are twice as productive in “the office,” when really it refers to increased productivity for those working in “an office” (i.e. a private workspace). The distinction here is subtle, but important.  

The study is actually referencing a shift to shared workspaces or open-office concepts – in other words, doing away with private offices. This change in office layout became popular in the early 2000’s in an attempt to save companies money and increase team collaboration.  

The study was intended to show that employees experience greater focus, increased productivity, reduced stress levels, and increased happiness when they have access to a private workspace versus working in an open office. Workers who are placed in an open-office setting experience frequent distractions, struggle to regain focus on their work after a disruption, and are, in fact, half as productive as employees who have the benefit of four walls and a door.  

This does not mean that employees are inherently more productive in the office compared to working from home. This study is not about remote work at all. As you’ll see below, the available data on productivity and working from home isn’t concrete. In many ways, the topic is still being explored in this post-pandemic era. While an office setting might be more productive for some people in certain conditions, it doesn’t mean a full return-to-office is the solution for everyone.

Productivity and Working from Home

Data around productivity in remote work is complicated. There are a lot of factors that can affect the outcome – for example, personality types, working styles, type of work being done, tools available, industry, etc. While there’s not a lot of reliable data available yet about productivity and working from home, one of the major insights we gained from the pandemic is that remote work isn’t going anywhere anytime soon. There are simply too many benefits for employees and employers alike.  

This quote from a 2022 article makes some key observations about productivity in a remote environment: 

“People who work remotely are reporting being more productive than they were early on in the pandemic, according to data from Stanford University professor Nicholas Bloom. Bloom, who’s been studying remote work since before it was cool, has teamed up with other academics from the University of Chicago, ITAM, and MIT since May 2020, to conduct a huge ongoing survey about employees’ work arrangements and attitudes toward remote work. In April, people who worked remotely at least some of the time reported being about 9 percent more efficient working from home than they were working from the office. That’s up from 5 percent in the summer of 2020. 

… Of course, this data on productivity is self-reported, and most people report wanting to keep working from home, so take it with a grain of salt. There is, however, objective data — like more calls per minute for call center workers, engineers submitting more changes to code, and Bureau of Labor Statistics data on growing output per hours worked — that has generally shown that people are, in fact, more productive working from home. But even the idea that people feel more productive is important. 

… The study also found that since a third of office workers have returned to the office five days a week — the highest since the survey began in June 2020 — these workers are also reporting their worst employee experience.” 

 Without the distractions of noisy open offices, long meetings, and frequent disruptions, many remote workers feel that they can complete their tasks faster and with greater focus. At home, workers can design their environment to suit their needs. Some might prefer complete silence to focus deeply, while others may find it helpful to have soft background noise or a playlist that aids concentration.  

There’s also the flexibility to set one’s own schedule that is a huge draw for employees who place high value on work-life balance. For people with young children or those who prefer to work during off-hours, this flexibility leads to reduced stress and increased employee happiness. For introverts and those who struggle with interruptions, remote work can offer a respite from the disruptions that often come with an office setting. 

One factor that has shaped the conversation around remote work is generational differences in attitudes toward work. Younger workers, particularly Millennials and Gen Z, place a higher value on flexibility and work-life balance than previous generations. They see remote work as a way to eliminate long commutes, create more time for family and hobbies, and maintain a healthier balance between their personal and professional lives. For these workers, the ability to work from home is not just a perk; it’s a critical factor in their job satisfaction and well-being. 

Leaders should recognize that younger generations are looking for more than just a paycheck. They want autonomy, flexibility, and a work culture that supports their lifestyle choices. For companies to remain competitive in attracting top talent, offering remote or hybrid work options can be a powerful recruiting tool. The ability to hire from a global talent pool, rather than being limited to local candidates, can also open up a wealth of opportunities for businesses. 

That said, not everyone wants to work remotely. Some find that their home environment, especially if they have young children or a lot of household distractions, is not conducive to productive work. The structure of an office and separation from their personal lives may be preferable. Additionally, some employees simply enjoy the social aspect of working in an office, especially extroverts who gain energy from being around others. For this group, returning to the office is not just about work, but about community and collaboration. 

In-Office Work Promotes Collaboration and Culture

While we believe in the importance of flexibility, there are also clear benefits to having employees come into the office a few days a week. The office provides an opportunity to build and maintain company culture, something that can be more challenging in a fully remote environment. Spontaneous discussions can also spark new ideas and drive innovation, but they are not happening as frequently when team interactions are more structured and scheduled in advance.  

Having employees together for part of the week can also help create a sense of camaraderie and team spirit. Being in the office part time allows employees to bond by chatting over lunch, celebrating team wins in person, and simply sharing brief exchanges in the hallway. These interactions, while not always directly tied to productivity, are a vital part of creating a positive work culture. 

Still, the reality is that not all work requires face-to-face meetings. Deep thinking, research, and individual tasks often require extended periods of focused concentration, where the distractions of an office can feel like a hindrance. This is where the flexibility to work from home comes into play—when employees can control their environment, they can get into the flow more easily and produce their best work. 

How to Incorporate a Hybrid Environment

As we continue to navigate the post-pandemic world, the return to office debate will likely remain a fixture in workplace discussions. But rather than seeing the question as a binary choice—office or home—companies should focus on creating a work culture that supports different work styles, roles, and preferences.  

One of the biggest mistakes leaders make when implementing RTO policies is assuming that everyone works the same way they do. Rather than imposing blanket policies, leaders should be open to listening to their teams and gathering feedback on how they work best. Giving employees the freedom to choose where they work based on their individual needs not only boosts morale, but it also contributes to a more productive, engaged workforce. 

By acknowledging the diversity in work preferences, dispelling myths around productivity, and embracing flexibility, companies can chart a course for a future of work that benefits both employers and employees.  

Need the right software? We can help you maximize your technology to support a hybrid team. Check out this case study showing how Microsoft Teams improved communication for an organization. 

If your team could benefit from learning soft skills to maximize productivity—whether remote or in-office—we can help. This case study shows how we coached a top 1% performer and his team to improve efficiency and productivity. 

Let us help you create a culture where productivity fuels happiness. Book a consultation.