Reconnecting After Remote Work: Supporting the Transition Back to the Office

The workplace environment has experienced profound changes recently, with remote work becoming a norm for many organizations. However, a growing corporate trend indicates a movement back to the office. Resume Builder surveyed 753 business leaders and found that 93% believed employees should be in the office, with 7 in 10 planning to maintain or increase current in-office policies in 2025. Economic factors influence some firms—such as the financial impact of empty office buildings—but a more compelling argument focuses on the benefits of collaboration, communication, and availability. This shift back to the office not only presents a promising opportunity for teams to thrive in a more dynamic and interactive environment but also brings a sense of optimism and hope for the future of work, inspiring leaders to look forward to the positive changes ahead.

Research from studies such as those by Yang et al. and Gibbs et al. highlight the value of in-person interactions. These interactions foster stronger relationships, more spontaneous collaboration, and creative problem-solving—all critical for driving innovation and maintaining productivity. For example, a study of 61,000 employees found that remote work led to communication silos, reducing the interconnectedness necessary for collaboration. Return-to-office policies present a significant opportunity to rebuild team dynamics and address some challenges remote work may have introduced.

The Challenges of Transitioning Back

The shift from remote to in-person work is challenging. Employees may have mixed feelings about returning to the office, ranging from excitement to apprehension. Some of the common concerns include:

• Loss of flexibility: Employees who thrived in remote settings may worry about losing the autonomy they enjoyed while working from home.
• Team silos: After years of remote work, teams may have developed communication silos, making collaboration less seamless.
• Rebuilding rapport: Remote work has reduced spontaneous interactions, such as casual hallway conversations, essential for building trust and fostering connection.

Addressing these concerns requires intentional effort from leadership. Leaders are crucial in creating a supportive environment that prioritizes empathy and open communication. By proactively addressing these concerns, leaders can instill a sense of security and confidence in their teams, making them feel responsible and proactive in managing the transition. This empowerment of leaders is key to a successful return to the office.

Rebuilding Team Dynamics

Returning to the office provides an opportunity to strengthen team dynamics by focusing on the core behaviors outlined in the Five Behaviors® Team Development Program: trust, conflict, commitment, accountability, and results. This proven model provides teams with a roadmap for reconnection and performance, enhancing team effectiveness and productivity.

Why Understanding the Five Behaviors® Can Help:

1. Trust – Trust is the foundation of a cohesive team. It requires vulnerability and openness. Activities encouraging the sharing of experiences, challenges, and strengths can rebuild this foundation. By emphasizing the importance of trust, leaders can reassure their teams and instill confidence in the transition process.
2. Conflict – Healthy conflict is essential for innovation and growth. Use tools like Everything DiSC® to understand communication styles, which helps teams navigate conflict productively rather than avoid it.
3. Commitment – Teams need clear, shared goals to connect to their purpose. Regular discussions and team-building exercises ensure everyone is aligned and committed to the same outcomes.
4. Accountability – Teams must hold each other accountable for their contributions. Activities such as group exercises or collaborative projects help reinforce mutual responsibility and respect.
5. Results – The ultimate goal is achieving collective results. Teams can channel their energy toward success by focusing on trust, communication, and accountability.

Tools like Five Behaviors® powered by Everything Disc® help teams uncover communication preferences, working styles, and barriers that may hinder collaboration. These insights and experiential activities can reinvigorate teams transitioning back to the office.

Practical Tips for Leaders

Leaders play a pivotal role in guiding their teams through this transition. Here are some practical tips to ensure a smooth and productive return to the office, aligned with the Five Behaviors® framework:

1. Create open dialogue: Build trust by regularly checking with team members to understand their concerns and expectations. Transparency eases the transition and strengthens relationships.
2. Host team-building activities: Encourage collaboration and shared experiences through workshops, assessments, or interactive experiences like challenge courses, escape rooms, pitch challenges, or the novel equine-assisted learning experience at Carey Springs Farm.
3. Use proven tools and assessments: Tools like Everything DiSC®, the Five Behaviors®, and complementary models such as CliftonStrengths® or Working Genius® can identify team strengths, communication styles, and areas for growth.
4. Foster accountability and commitment: Align teams around shared goals, encourage mutual responsibility, and provide feedback that emphasizes growth.
5. Encourage flexibility: Recognize that returning to the office may look different for everyone. Hybrid models can help teams balance structure with autonomy.

Closing Thoughts: Reconnection Is the Key to Success

Returning to the office is more than a logistical decision; it’s an opportunity to reconnect as a team and strengthen the foundation for the future. By focusing on the proven steps of the Five Behaviors®—trust, conflict, commitment, accountability, and results—leaders can turn this transition into a transformative experience.

At Carey Springs Farm, we’re here to help your team navigate this journey with proven tools and unique experiences that foster connection and growth. Let’s make the return to the office a step forward for your team.

This article was edited with the assistance of Grammarly for grammar refinement and ChatGPT for generating initial drafts.

This article was originally published on LinkedIn.

References and Further Reading

1. Counts, L. (n.d.). When everyone works remotely: Communication and collaboration suffer. Berkeley Haas. Retrieved from https://newsroom.haas.berkeley.edu/research/when-everyone-works-remotely-communication-and-collaboration-suffer-study-finds/
2. Dennison, K. (2024). How return-to-office policies are impacting employees in 2024. Forbes. Retrieved from https://www.forbes.com/sites/karadennison/2024/07/10/how-return-to-office-policies-are-impacting-employees-in-2024/
3. Gibbs, M., Mengel, F., & Siemroth, C. (2021). Work from home & productivity: Evidence from personnel & analytics data on IT professionals. IZA Institute of Labor Economics. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3846680
4. Goodman, L. (2023, May 31). The fate of office buildings in the remote working era. Forbes. Retrieved from https://www.forbes.com/councils/forbesbusinesscouncil/2023/05/31/the-fate-of-office-buildings-in-the-remote-working-era/
5. Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. Jossey-Bass.
6. Pabilonia, S. W., & Redmond, J. J. (n.d.). The rise in remote work since the pandemic and its impact on productivity. Bureau of Labor Statistics. Retrieved from https://www.bls.gov/opub/btn/volume-13/remote-work-productivity.htm
7. Remley, M. (n.d.). Leading companies prioritize in-person collaboration: Here’s the research. Robin. Retrieved from https://robinpowered.com/blog/the-science-behind-office-collaboration
8. ResumeBuilder. (n.d.). 1 in 4 companies plan to increase required days in-office in 2025, despite majority losing talent due to RTO policy. Retrieved from https://www.resumebuilder.com/1-in-4-companies-plan-to-increase-required-days-in-office/
9. Stanton, N. (2022, January 14). The impact of remote work on productivity and creativity. Forbes Tech Council. Retrieved from https://www.forbes.com/councils/forbestechcouncil/2022/01/14/the-impact-of-remote-work-on-productivity-and-creativity/
10. Yang, L., Holtz, D., Jaffe, S., Suri, S., Sinha, S., Weston, J., … & Bailey, M. (2022). The effects of remote work on collaboration among information workers. Nature Human Behaviour, 6(1), 43–54. https://doi.org/10.1038/s41562-021-01196-4