With 87% of companies expected to mandate a return to office throughout 20251. The shift back to the office is a reality for many companies, but it’s no secret that hybrid and remote work have reshaped employee expectations. While some professionals will never return to the office full-time, many others are open to it if the right incentives and culture are in place. For hiring leaders in accounting and finance, the challenge isn’t just calling employees back in—it’s making in-office work worth their time.
So, how do you ensure your return to office strategy attracts and retains top talent rather than driving them away? Here’s what works:
- Increased Visibility Leads to Career Growth
One of the biggest advantages of in-office work is enhanced visibility with leadership. Employees who regularly interact with senior leaders and decision-makers are more likely to be considered for promotions, leadership development, and high-impact projects. But this benefit needs to be clearly communicated. Instead of enforcing a rigid policy, emphasize how being in the office can fast-track career growth, increase mentorship opportunities, and create organic networking moments that don’t happen as easily over Zoom.
- Offer Career & Professional Development as a Benefit
Today’s workforce is more focused on growth than ever. If you’re calling employees back to the office, make it worth their while by integrating professional development opportunities into their workweek. In fact, 94% of employees say they would stay at a company longer if it invests in their careers2.
This could mean hosting exclusive in-person training sessions, mentorship programs, lunch-and-learns with industry experts, or tuition reimbursement for continuing education. If employees see the office as a place where their careers accelerate, they’ll be more inclined to engage.
- Flexibility Still Matters—And It Always Will
Bringing employees back to the office doesn’t mean eliminating flexibility. Life happens—whether it’s a doctor’s appointment, a sick child, or the need for deep-focus time at home. 38% of employees value having autonomy over their schedule2. Retention improves when employees feel trusted to manage their time effectively. A flexible approach, like designated remote days, flexible start and end times, or hybrid arrangements, can ease the transition back while maintaining productivity.
- Work With a Recruiter to Strengthen Your Talent Strategy
As more companies bring employees back to the office, communicating the value of in-person work is essential. Candidates want to understand what makes your workplace appealing beyond salary and benefits—especially when weighing remote or hybrid options. Clear messaging around career growth, collaboration, and learning opportunities can make all the difference. Gathering real-time feedback on how your return to office approach is perceived can help refine your strategy and improve both hiring and retention.
- Not Everyone Will Come Back—And That’s Okay
Some employees have fully embraced remote work and won’t return to an office setting, no matter the perks. Rather than seeing this as a red flag, consider it valuable data. By working with a recruiter, you gain insights into candidate expectations, industry trends, and what’s resonating (or not) in the market. This allows you to adjust your approach, set realistic expectations, and make informed hiring decisions.
The Bottom Line
A return to office strategy should be about more than just policies—it should be about creating an environment where employees see real value in being present. By focusing on career growth, professional development, and flexibility, you can build a workplace that attracts and retains top talent.
Want to gain deeper insights and refine your hiring strategy? Contact us today to start the conversation and ensure your return to office plan sets you up for long-term success.
Sources:
- https://www.forbes.com/sites/jackkelly/2025/01/17/nearly-half-of-workers-will-consider-a-job-change-if-ordered-back-to-the-office-survey-finds/#:~:text=Despite%20workers’%20strong%20preference%20for,full%20office%20returns%20by%202025.
- https://learning.linkedin.com/resources/career-development/develop-employees#:~:text=94%25%20of%20employees%20would%20stay,their%20organization%20since%20COVID%2D19.
- https://www.deskbird.com/blog/return-to-office-statistics
