The recent emphasis on returning to the office—especially among large, high-profile organizations—has sparked a range of opinions and generated thoughtful debate. While some employees are eager to reconnect in person, others feel apprehensive or frustrated, citing lost flexibility and logistical challenges. The infrastructure and organizational shifts that supported remote work during the COVID-19 pandemic remain, but many employers are now embracing hybrid or fully on-site arrangements again. Navigating this transition has surfaced more than just operational friction—it has exposed a surprising need for employees to relearn or even learn for the first time what it means to work in a shared, professional environment.
According to a 2023 Gallup survey, nearly 60% of employees prefer a hybrid work model, and fewer than 10% want to work on-site full-time. Despite this, many organizations are implementing firm RTO policies, and this shift is revealing an unexpected consequence: a widespread lapse in office etiquette. Behaviors and norms that were once second nature—like dressing appropriately, respecting shared spaces, or managing one’s time around others—are no longer guaranteed. This is especially true for younger workers who entered the workforce during the pandemic and have never experienced in-person professional culture.
How to Handle Lapses in Office Etiquette
Don’t Let Anything Surprise You
RTO challenges go beyond commuting or adjusting schedules. A growing number of employees are struggling with the basics of professional conduct in shared spaces. The reason is simple: norms differ widely, and experience levels vary. For people with years of office experience, etiquette may be intuitive. For others, especially those whose professional lives began during remote work, norms can seem arbitrary or even unnecessary. Here are some of the common pain points:
- Dress Code: Many employees adapted to working from home in ultra-casual attire. As offices reopen, expectations around appearance need to be clearly communicated. Organizations should not only state their dress codes but also explain why they matter—be it professionalism, client-facing roles, or equity in representation. [SHRM Dress Code Guide]
- Personal Space: After years of social distancing and reduced in-person interaction, adjusting to shared office spaces can be difficult. Some employees may crave connection, while others may feel overwhelmed. Teams benefit when leaders set a tone of mutual respect and encourage boundaries to be acknowledged. [Psychology Today]
- Time Management: Remote work encouraged flexibility—many employees were productive on their own time. Returning to a fixed schedule with consistent arrival, break, and end times can be jarring. Managers should set expectations clearly, offer grace during the transition, and help employees re-establish productive routines. [Harvard Business Review]
Re-onboarding: A Strategic Opportunity
Rather than assume everyone remembers how to operate in the office, treat RTO as a chance to re-onboard your team. Re-onboarding doesn’t mean starting from scratch—it’s about refreshing employees on workplace norms, introducing them to revised expectations, and helping them adjust. Consider group workshops, manager-led discussions, or even one-on-one mentoring for those who seem to be struggling. Make it interactive and supportive, not punitive.
Some organizations are even hiring etiquette consultants or HR trainers to help guide these efforts. While that may not be feasible for every nonprofit, a few well-designed internal resources—such as FAQs, dress code visuals, or meeting conduct reminders—can go a long way in building confidence and comfort among your team.
Buy-in is Key
A top-down mandate to ‘return to normal’ can fall flat—especially if your workforce doesn’t understand or agree with the underlying reasons. Buy-in requires communication, transparency, and above all, empathy. If your RTO policy is being met with resistance, it might not be about the policy itself, but how it was rolled out. Leaders who involve employees in shaping policies tend to see better engagement and compliance.
Moreover, policies should be adaptable. For instance, if your team includes caregivers or individuals with long commutes, consider offering staggered start times or hybrid options. The message should be that etiquette and expectations support—not hinder—the organization’s mission. [McKinsey RTO Report]
Smooth the RTO Transition with Expert Help
Successfully managing RTO requires more than operational planning—it requires cultural sensitivity and thoughtful change management.
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