How To Talk To Your Team About Returning To The Office (Forbes)
Published June, 2022
Dr. Carylynn Kemp Larson explores the evolving challenges leaders face as organizations navigate the return to in-person work. As employees reassess their values, priorities, and expectations following the pandemic, she highlights the critical role supervisors play in bridging organizational policies with individual needs.
She argues that successful navigation of this transition depends less on top-down mandates and more on meaningful, one-on-one conversations. Supervisors, as the primary connection point between employees and the organization, have a unique opportunity to understand how individuals’ perspectives have shifted and to support them in making thoughtful decisions about how they work.
Dr. Larson introduces a framework centered on three key themes—values, preferences, and choices—encouraging leaders to help employees reflect on what matters most, how they work best, and how to align those insights with organizational expectations. By adopting a coaching mindset, creating psychological safety, and treating policies as a starting point rather than a directive, leaders can foster stronger engagement, retention, and long-term success.
Ultimately, she emphasizes that the future of work will be shaped not just by policies, but by the quality of conversations leaders have with their people.
Key Takeaways
The return to work is not just logistical—it’s deeply personal.
Employees are rethinking their values, priorities, and how work fits into their lives.Supervisors are the key drivers of successful transitions.
Direct relationships—not just company policies—shape engagement, retention, and performance.One-on-one conversations matter more than ever.
Leaders who take time to understand individual perspectives are better equipped to support their teams.Values, preferences, and choices are central to engagement.
Helping employees reflect on what matters, how they work best, and how to navigate options leads to better outcomes.Coaching—not directing—is the most effective approach.
Asking thoughtful questions and listening deeply empowers employees to make meaningful decisions.Psychological safety enables honest dialogue.
Employees are more likely to share evolving perspectives when leaders create space for openness and vulnerability.Policies should guide, not dictate.
Within organizational boundaries, employees need flexibility to find sustainable ways of working.Ongoing conversations drive long-term success.
The best work patterns won’t emerge instantly—they develop through continuous reflection and dialogue.
Authored by Carylynn Kemp Larson, a psychologist turned speaker and leadership coach who creates space for leaders, teams, and organizations to thrive.