The return to in-person work is a growing trend across the globe. For various reasons, organizations are reducing remote work and choosing to increase the frequency of office attendance. This shift, signaling the end of full remote work and the return to in-person work, is redefining organizational culture and the way people interact within companies.
The need to strengthen human connections and foster more fluid relationships is becoming increasingly essential. In this article, we explore this ongoing process.
What do the statistics tell us about the return to the office?
Various experts in the labor market have been observing that companies worldwide have been promoting a return to in-person work for some time now. Of course, there are different types of models, such as full in-person work or hybrid models with varying formats.
Some statistics give us insight into the direction organizations across all industries and sectors are currently taking.
Data on remote work and hybrid models
For now, we can see a significant drop in fully remote work, according to a report by Pumble:
Only 11% of companies currently offer the possibility of working 100% remotely. This represents a 34% decrease compared to previous years.
Globally, according to a study by the World Economic Forum, the four-day workweek is becoming a dominant trend in some countries. On the other hand, a survey by WTW found that 76% of leaders believe face-to-face interactions increase employee engagement.
Why do companies prefer returning to the office?
Reasons vary depending on the business, but proximity and commitment are key.
At Oxean, as a corporate communications agency focused on both internal and external communication, we’ve discussed this topic with many of our clients. One recurring issue is the massive entry of Generation Z, or Centennials, into the workforce.
The generational factor and Generation Z
- Generation Z entered the labor market during the pandemic, limiting their ability to build professional relationships.
- While they are digital natives and remote work poses no technological challenge, companies recognize the need to promote in-person work to strengthen human connections.
Internal communication and the return to in-person work
Whenever we talk about organizational changes that impact culture, we must consider internal communication. For example, if a company plans to transition from remote work to in-person work, it must communicate this change to its employees appropriately.
Steps to ensure successful internal communication actions:
Conduct surveys among teams to assess the current situation and gather a clear diagnosis.
Engage in conversations with leaders to understand their perspectives.
Evaluate potential resistance or pain points to be better prepared for the new scenario.
Develop simple, clear, and strategic messages that leave no doubt about the main points being communicated.
Choose the right channels, whether digital media or face-to-face meetings. This helps explain the situation and detail the reasons behind the decision to increase in-person work.
In all cases, having a coordinated strategy between the People team and the Internal Communication team is essential to safeguard employee well-being and avoid messages that could create confusion.
Return to in-person work
What’s happening with internal communication and the return to the office?
Of course, there is no single answer to this question. Depending on the context, we can find advantages in remote work or benefits in being physically present.
For instance, remote work can be very positive for:
- People with young children, where managing time can be more complex.
- Specific industries like technology, finance, or digital marketing, where workflows allow employees to remain connected remotely without disrupting operations, as noted in this Infobae article.
- Employees who live far from the office and would otherwise lose productive time commuting—time that could be used more effectively.
On the other hand, in-person work can be highly beneficial for:
- Building stronger relationships among team members. In-person interaction allows for a better understanding of subtle personality traits, helping team members work together more effectively and improving the work environment.
- Strengthening organizational culture: it’s easier for people to feel part of a team when they share a physical space daily and develop common codes that bring them closer together.
- Sectors like customer service and healthcare, which require physical presence to function properly.
Ultimately, the choice between remote or in-person work depends on the needs of each organization and each individual.
Can hybrid work be a good solution?
Not everything is black and white. Between the two extremes of remote and in-person work, there is a third option: hybrid work. Here, different approaches can meet, creating a balance between organizational needs and employee preferences.
An article from RRHH highlights several benefits of hybrid work.
Benefits of the hybrid model
- 41.5% of workers prefer it.
- Improves satisfaction (53%), retention (43%), and productivity (46%).
- Balances organizational and personal needs.
If your company is currently navigating a shift in work modalities and facing the challenges of increased in-person presence, Oxean can add value to your internal communication efforts to enhance team well-being and drive your business forward.
The return to in-person work in 2025 will continue to shape the labor agenda, as it strengthens human connections, boosts employee engagement, and enhances organizational identity.
Frequently asked questions
What do the statistics say about the return to onsite work?
Only 11% of companies maintain full home office. Meanwhile, hybrid and onsite models are increasing, with 76% of leaders saying face-to-face interactions strengthen employee engagement.
Why are organizations pushing for more onsite work?
They aim to strengthen human connections, improve commitment, and build a more cohesive culture. The arrival of Generation Z also reinforces this need.
How does returning to the office impact organizational culture?
It fosters daily interaction, shared codes, and a sense of belonging—essential elements for consolidating organizational culture.
What role does internal communication play in this process?
It is crucial to guide the transition, reduce resistance, and align messages. This involves surveys, conversations with leaders, clear messaging, and choosing the right channels.
What are the advantages of remote work compared to onsite work?
It provides flexibility for families, avoids long commutes, and is ideal for industries such as technology or digital marketing where virtual work does not affect results.
What benefits does onsite work offer?
It fosters stronger relationships, strengthens organizational culture, and is essential in sectors like healthcare or customer service where direct interaction is critical.
Why is the hybrid model seen as a balanced solution?
It balances organizational and personal needs. It improves satisfaction (53%), retention (43%), and productivity (46%), and is chosen by more than 40% of workers.
