We are entering a new era of governance and citizen service delivery, one defined by efficiency, immediacy, and rapid change. As we navigate these shifts, one reality is becoming clear: returning to the office (RTO) is set to become the norm for both federal employees and government contractors.
The discussion around workplace flexibility predates the pandemic, with extensive studies on productivity, accessibility, community, retention, and security. Government agencies have long explored the impact of teleworking, and now, as policies shift once again, it’s time to shift our focus to building policies and processes that support those working in the office.
While change can bring uncertainty, our team believes in finding opportunity in the obstacle. We approach challenges with a structured, human-centered strategy, engaging leadership across security, technology, contracts, HR, and IT to develop a seamless transition plan. Here are three key areas to focus on as you prepare for a successful RTO.
1. Prioritize Tech Support
A surge in IT help desk requests is inevitable as teams return to the office. Rather than viewing this as a simple return to previous workflows, consider it a new move—one that requires proactive planning and support.
To ensure a smooth transition, federal and contract leaders can take the following steps:
- Establish an RTO team to centralize communications and prioritize support tickets. Designate a point of contact (POC) to address RTO-related concerns—don’t forget to show appreciation for their efforts!
- Expand onsite hardware availability. Many employees have adapted to multiple screens and ergonomic setups at home; providing similar resources in-office can ease the transition.
- Encourage deskside IT support. In-person troubleshooting can make employees feel supported while resolving technical issues more efficiently.
- Boost morale with welcome kits. Small gestures, such as providing essential supplies (chargers, batteries, pens, and notebooks), can foster goodwill and demonstrate appreciation for returning staff.
2. Communicate Early and Often
Effective change management starts with clear, proactive communication. Addressing concerns before employees’ return can alleviate stress and resistance.
Key considerations include:
- Tailor messaging to different roles. Not all positions have the same RTO requirements; ensure clarity on policies while maintaining consistency in communication.
- Develop a standardized messaging framework. Equip leadership with aligned responses to maintain transparency and prevent miscommunication.
- Host regular town halls. Providing open forums for discussion allows employees to voice concerns and receive timely updates.
3. Lead with Empathy
While some employees may welcome the return to the office, others may struggle with the added costs, commute times, and caregiving responsibilities. Leaders can foster a positive transition by prioritizing empathy and support.
Recommended strategies include:
- Use employee personas to guide communications and develop an understanding of different needs and concerns.
- Engage in direct conversations. Conduct interviews or feedback sessions to gain insights into employee challenges and expectations.
- Promote available support resources. Encourage the use of Employee Assistance Programs (EAPs) and other wellness initiatives to assist with adjustment.
Embracing Change Together
Five years ago, organizations rapidly adapted to remote work, mastering virtual collaboration while balancing personal and professional lives. If we successfully navigated that transition, we can approach RTO with even greater foresight and effectiveness.
If your organization needs support in designing a strategic, people-first RTO plan, we’re here to help. Let’s work together to turn challenges into opportunities.
