Why Return to Work Will Fail
Leading Teams with Purpose, Not Proximity
As we step into a new year, companies are doubling down on return-to-work (RTW) mandates, believing that physical presence will solve fractured cultures. Amazon, for instance, plans to require employees to be in the office five days a week starting January 2025. British Telecom is taking a similar approach, enforcing a three-day in-office policy and monitoring compliance through passcard data. The assumption is clear: being in the office will fix what’s broken.
But proximity isn’t the answer. Even before the pandemic, many in-office teams struggled with disengagement and poor morale. People sat just a few desks apart yet felt isolated, mistrustful, or undervalued. The real problems—lack of trust, transparency, and meaningful relationships—don’t disappear just because everyone is in the same space.
Return-to-work mandates will fail because they address symptoms, not causes. Culture isn’t dictated by where people work—it’s shaped by how they work together, the sense of shared purpose they feel, and the connections that make that purpose real. Without intentional efforts to rebuild trust, connection, and alignment, mandates are nothing more than a Band-Aid on a broken system.
Why Mandates Miss the Mark
Mandates focus on compliance, not motivation. When organizations use RTW policies as a blunt instrument to compel behavior, they often alienate employees. People may show up at the office, but their engagement doesn’t follow. Creativity suffers, collaboration dwindles, and trust erodes.
Mandates also ignore the realities of the modern workforce. For many, the pandemic reshaped expectations about work, emphasizing flexibility, balance, and trust. A blanket RTW policy signals the opposite—it says, “We don’t trust you to be productive unless we can see you.” This approach not only alienates employees but also drives away top talent seeking environments that prioritize autonomy and respect.
Worse, these mandates fail to address the underlying issues that cause disconnection: poor communication, lack of purpose, and an absence of meaningful relationships. Instead of fostering engagement, they deepen resentment, creating a workplace people endure, not embrace.
Why Purpose and Connection Go Hand in Hand
During the pandemic, I was part of the executive team at Roadster, a digital commerce company in the automotive space, and we faced these challenges head-on. Roadster already had a dispersed team, with three offices across the country. Even before remote work became the norm, we had learned that connection didn’t happen by chance—it required intention and alignment with purpose.
Twice a year, we brought our teams together for in-person gatherings. These events weren’t about enforcing attendance; they were about creating opportunities for connection and alignment. We shared meals, had informal conversations, and worked collaboratively in ways that reinforced our shared mission.
When the pandemic forced us into a fully remote environment, those bonds became our foundation. We adapted with virtual team happy hours, personal check-ins during meetings, and transparent communication. These intentional efforts created an environment where people felt valued and connected, even from a distance. Connection became the bridge that kept us aligned with our purpose.
Leading with Purpose, Not Proximity
If mandates won’t fix workplace culture, what will? It starts with trust, transparency, and connection. Leaders must create environments where people want to engage—not because they’re forced to, but because they see value in the relationships and the purpose driving their work. Here’s how to begin:
Foster Trust Through Transparency: Open communication about goals, challenges, and decisions builds alignment and engagement.
Make Connection Intentional: Whether remote or in person, prioritize moments that strengthen relationships. Personal check-ins, team celebrations, and shared rituals make a difference.
Host Purposeful In-Person Events: Remote work doesn’t mean never meeting face-to-face. Bring teams together for events designed to reenergize and inspire.
Celebrate Wins: Recognize team achievements and tie them back to the organization’s larger mission, reinforcing purpose.
Lead with Empathy: Understand what drives your team and create opportunities that resonate with their needs.
Why Return to Work Will Fail
Return-to-work mandates fail because they don’t address the real issues. Trust, purpose, and connection can’t be forced—they must be nurtured. A thriving workplace isn’t about where people work; it’s about how they work together, the relationships they build, and the mission they align behind.
As I emphasize in my book GrowUp, culture doesn’t happen by accident—it happens by design. Leaders who focus on rebuilding connection and aligning teams with purpose will create workplaces people choose to engage with, no matter where they’re located.
The question isn’t whether people are in the office or remote. It’s whether they feel inspired, valued, and connected to something bigger. Proximity might help, but without trust, purpose, and intentional connection, return-to-work mandates are destined to fail.
To learn more about my GrowUp framework and how it can help grow your leadership style visit: Michelledenogean.com
Agreed all, especially regarding focus on trust, clarity of expectations, and measuring performance outcomes rather than presence-in-view-of-management time. 👍🏻
One semantic correction, though: I've been "at work" this whole time, just not at The Office. So, to me, it isn't about a redundant "return to work", but the pointless time-and-energy waste of a "return to office". 😉 #RTO