How To Transition From Fully Remote To Going Back To The Office
Amazon made the news in September when CEO Andy Jassy announced a five-day a week return to office (RTO) policy starting in January 2025.. Amazon is not the only company enacting RTO mandates. A study on ResumeBuilder of 765 employers shows that 70% say that they plan on increasing or maintaining their RTO policy.
Employees are not taking this news well. Ninety one percent of 2585 surveyed Amazon employees are dissatisfied with the new policy. McKinsey’s annual women in the workforce report shows 78% of over 13000 women surveyed prefer to work remote. If you’re feeling apprehensive about returning to the office, here are some tips to make the transition smoother.
1. Build a routine.
While 68% of women surveyed in the McKinsey survey prefer to choose when and where they work, building a routine can make that adjustment easier. Experts from Psychology Today suggest taking measures to plan ahead such as packing your bag the night before, adjusting your sleep schedule, and practicing your commute ahead of going into the office. Productivity coach Mariana Veira advises the importance of creating structure to days in office, and that creating a routine will help the days feel “When I returned to the office, building structure back into my day was the thing that helped me bounce back from that working-from-home type of miasma” said Veira.
Veira also believes that part of maintaining a structured in-office routine is setting personal boundaries. “It’s important to ensure you’re not blurring your boundaries when it comes to space,” says Veira. This can include choosing a time to stop responding to work emails or scheduling breaks to socialize or recharge.
2. Advocate for your childcare needs.
From increased childcare costs to scrambling to find spots in already full afterschool programs, navigating childcare can be a major stressor when returning to office. Young mothers especially feel the crunch with 38% interviewed in the McKinsey survey saying that they would quit or reduce their work hours.
If you feel that increased in-office requirements will make it harder for you to do your job, be up front with your manager about how you can fulfill the requirements while also meeting your childcare needs. If your team comes in on Wednesdays, but that’s your day to cover childcare, ask your manager if you can come in on Thursdays instead. Similarly, you can also work with family or community members to delegate childcare. Maybe you can alternate pickups with a spouse, family member, or coworker whose children attend the same school as your children.
3. Look out for your psychological safety.
When asked why they choose to work remotely, 38% of the women surveyed cited mental health benefits and psychological safety as a key reason why they prefer to stay remote. A survey of employees of all races, nationalities, and genders shows women experience microaggressions more than men, with women of color and LGBTQ women reporting at higher rates. Some common microaggressions the women surveyed cite include comments about appearance or emotional state, and male co-workers questioning their judgment. You may not be able to change the attitudes or behavior of your coworkers, but you can ask your HR department about the company’s policies around harassment or employee affinity groups to find support.
When is it best to reconsider your work situation?
Remote work consultant and keynote speaker Rowena Hennigan says that some people need remote work.
“Work-from-anywhere is, for some, a privilege. For others, remote work may be the only way to have access to meaningful work at all, turning this into an important diversity and inclusion factor for companies too,” Hennigan wrote.
She lists reasons such as disability, illness and family care needs for working remotely. If you don’t fit into any of these categories or your employer doesn’t allow flexibility?
“In any case, if you are not comfortable returning to the office, you may need to consider your options,” Hennigan added via LinkedIn