Remember when organizations started adding “Meeting-Free Days” to combat Zoom fatigue, or structured mental health breaks throughout the workweek? 

Those same companies are now asking employees to embrace the joy of fluorescent lighting, daily commutes, and business-professional attire before 9 A.M.

With 73% of employers now requiring at least three days of in-office work, it’s safe to say workers are not responding enthusiastically. And yet, at the same time, 62% of those same individuals report profound feelings of loneliness—a problem that doesn't magically disappear when everyone's back at their desks.

As employees trade their 30-second home-office commutes for 90 minutes of traffic, they’re questioning whether their organizations actually understand their needs. This exact disconnect has created more failed office returns than successful ones—but what if the solution isn’t more perks, just the right ones?

Organizations seeing the smoothest transitions aren’t treating their return-to-office (RTO) strategies like a one-size-fits-all—they’re creating bespoke wellness accommodations as unique as their workforces.

Here lies a golden opportunity to pair the imposed return-to-office shift with tailored wellness perks that make employees’ lives easier—and maybe even a little more fun. Let’s explore our tried-and-true RTO handbook proven to create workplaces where people actually want to show up and engage in genuine moments of connection and growth.

For many companies, returning to the office marks the official end to pandemic-era work changes, which altered employee wellbeing as we know it. But welcoming today’s employees back isn’t as simple as offering gift baskets or desk chair upgrades. 

As it stands, there's a persistent 22% gap between how employers and employees currently view workplace wellbeing accommodations. Leaders consistently rate mental health and wellbeing benefits more favorably than their teams do, but utilization of those resources is almost nonexistent.

To make matters worse, non-executive employees are nearly twice as likely to work from the office five days a week—yet they report twice as much work-related stress and anxiety. 

And their work-life balance scores? They're over 40% worse than their bosses.

What's driving these failed RTO strategies? Recent studies suggest it's less about empirical evidence and more about mismatched control dynamics—or worse, using employees as scapegoats for poor company performance. 

The evidence is clear—companies focusing solely on individual wellness interventions while ignoring toxic workplace factors see weaker improvements in burnout, mental health, and morale, making the RTO transition that much harder. As a result, organizations create a vicious cycle where artificial and unsympathetic behavior leads to burnout, burnout drives intent to leave, and turnover costs skyrocket.

Organizations getting return-to-office right aren't the ones with the firmest mandates—they're the ones with the most thoughtful wellness programs. 

When organizations stop fighting employee resistance and start addressing the root wellness causes, remarkable things happen:

• Improved employee satisfaction and retention. 87% of employees stay with employers longer when they’re given comprehensive wellness benefits that are tailored to their lifestyles. For small and medium-sized businesses, the impact is even clearer—45% of employees say wellness programs would make them stay with their employers longer, even if they had to work in-office.

• Happier workplace culture. Culture beats policy every time when it comes to making employees genuinely excited about office work again. The magic happens when wellness becomes woven into daily interactions—through performance recognition, celebrations, and alignment with company values.
• Transparency leads to unbreakable bonds. Leadership sets the tone when setting the mood for returning to the office. When executives openly discuss their own wellness practices—whether taking time for family, utilizing mental health resources, or maintaining work-life boundaries—they establish wellness, work-life balance, and psychological safety as top priorities for the rest of the organization.

Companies implementing thoughtful wellness initiatives don't just see better retention numbers. They watch workplace culture improve, employee satisfaction soar, and business outcomes strengthen.

When wellness benefits address real concerns—from commuting costs to childcare challenges—employees stop viewing office returns as punishment and start seeing it as authentic support. Organizations ready to make return-to-office successful need wellness programs that address specific employee concerns while building stronger workplace culture. 

Ready to turn your return-to-office challenge into a competitive advantage? Our wellness experts can help you design programs that address real employee needs while advancing your business goals.