Dear HR Manager | Finding the Right Balance on Return-to-Work
Dear HR Manager,
Our leadership team wants employees back in the office more consistently, but many of my team members prefer hybrid flexibility. How can I make changes without hurting engagement or retention?
– Caught in the Middle
Dear Caught in the Middle,
You’re not alone. Many leaders are navigating this exact tension.
Start by shifting the conversation from where people work to why it matters. Identify the work that truly benefits from in-person collaboration — such as onboarding, strategic planning, or team building. When expectations are tied to outcomes rather than visibility, employees are more likely to understand the rationale.
Next, be clear and consistent. Outline:
- Expected in-office days
- Core collaboration hours
- Role-based flexibility guidelines
- How exceptions are reviewed
Inconsistency across departments can quickly create frustration. Before rolling out changes, gather feedback. A brief survey or structured listening sessions can highlight concerns and improve implementation. Employees don’t need to set the policy, but they do want transparency.
Finally, equip managers to lead hybrid teams effectively. Results, not physical presence, should measure performance. Clear communication and early attention to engagement signals will matter more than a specific number of office days.
Return-to-work decisions shape culture. When handled with clarity and structure, they can support business priorities while maintaining trust, helping your organization attract and retain strong talent.
– HR Manager
Originally featured in UBA’s February 2026 HR Elements Newsletter.
