Aah, the return-to-the-office. It’s a controversial topic that’s routinely hit the headlines, mainly due to widespread employee backlash. Open letters, petitions, resignations..you know the drill.
However, we can’t deny that office attendance is back on the table. In our survey, over half of London’s top startup and scaleup leaders said they wanted their teams in offices more in 2025.
But over half also admitted to resignation fears if they were to enforce a strict office mandate.
Below, Hubble shares top tips for communicating an RTO mandate—straight from the proud startup and scaleup leaders of fully office-based companies!
1) Ensure there’s communication and clarity
When we asked our office-based leaders for their top advice on rolling out stricter office attendance measures, ‘communication and clarity’ emerged as the top priorities.
Many leaders began by communicating clear expectations for office attendance via direct emails or HR system updates. These could include how many office days there are and on what specific days.
In short, you have to make your requirements explicit so there’s no room for misinterpretation.
2) Consider offering incentives and perks
If you’re considering implementing a strict office mandate, it’s important to be mindful of the additional costs your team may have to shoulder.
In our survey, some companies tried encouraging attendance through incentives, such as providing meals on certain days.
This can make the transition smoother; instead of employees feeling forced to comply, they may feel more motivated to come in by experiencing tangible benefits, like healthy and filling meals.
3) Implement stricter policies and consequences
While controversial, a few companies in our survey implemented stricter policies—such as linking office attendance to performance reviews, promotion opportunities, or engagement scores.
4) Lead by example
In some cases, bringing leaders into the office first encouraged other team members to follow.
This approach can set a positive tone for office attendance, signalling to employees that everyone is in this together—leaders included—and that no one gets special treatment just because they’re C-suite.
5) Ensure there’s still flexibility within strict policies
A common trend we observed in our survey is companies opting for a balanced approach.
For example, some leaders designated specific in-office days while permitting occasional remote work with managerial approval.
This strikes a strong balance between routine and flexibility; it creates consistency while still giving employees a sense of control over their schedules.
In short, it’s a win-win.
6) Accept there may be discomfort
Of course, implementing a strict RTO mandate may cause discomfort, and some resignations could be inevitable, so it’s important to accept this possibility before deciding to move forward.
However, it’s worth noting that employees who stayed at the company adjusted and showed increased engagement.
For these companies, moving to a fully office-based strategy was well worth it in the end!
Get more insights with our 2025 Workspace Satisfaction Report!
So, there you have it! Six tips for rolling out an RTO mandate for your team, straight from the startup leaders in our survey.
If you’d like to discover more insights—such as fresh data on a bunch of current topics—our full report has got you covered. It answers questions like:
- Hybrid, remote, or office-based — where are teams and leaders working?
- What are the honest pros and cons of each workspace strategy?
- What changes are leaders making in the next 12 months?
And much, much more. Grab your free copy below! 👇
