Why Return-to-Office Mandates Backfire and What Great Leaders Do

The problem: Many companies are calling employees back to the office without aligning the decision to their business strategy or people’s work realities. 

The blind spot: Hybrid isn’t one model, it’s four distinct work realities, each requiring different leadership behaviors. 

The solution: Redesign leadership, collaboration, and communication structures intentionally, not nostalgically. 

The Great Return-to-Office Push 

The difference? Leadership, not location. 

Novo Nordisk recently signaled that employees are expected back at the office, and they’re far from alone. Over the past year, many companies have made similar moves, eager to reclaim traditional office life. The goal is clear: leaders want collaboration, innovation, and culture to thrive again. 

But can organizations simply flip the switch overnight? Are offices ready, both physically and culturally, to absorb everyone again? And what about employees hired under hybrid or flexible setups, where autonomy was part of the deal? 

For some, returning feels like coming home. For others, it sparks frustration, disengagement, or even attrition. 

The truth? Not all employees experience hybrid work the same way. 

The Four Work Realities Every Leader Should Know 

Hybrid work isn’t one-size-fits-all. In practice, teams operate in four distinct setups that shape how they collaborate, connect, and deliver. 

Understanding these realities helps leaders design better collaboration and connection, no matter where people work. 

Mapping the Four Hybrid Work Realities

Axes: X = Team Distribution (Co-located ↔ Distributed)|Y = Primary Work Location (Office ↔ Home)

This map visualizes how today’s teams actually work across offices, homes, and geographies. Each quadrant represents a different mix of workplace and team setup, shaping how people collaborate and connect every day. 

Below you’ll find an overview of the four hybrid work realities, including their key benefits, common pitfalls, and what great leadership looks like in each.

Quick self-check: Which reality describes most of your teams today, and where do you need to be next year? 

Why Hybrid Work Feels Broken and How Leaders Can Fix It

Research from Harvard Business Review (2025) shows hybrid still frustrates many organizations, but not because remote work fails. The real issue is a lack of intentional leadership and structure. 

The same conclusion is echoed by the Forbes HR Council (2024), which found that hybrid work itself isn’t broken, but outdated leadership models often are. 

The challenge isn’t hybrid, it’s leadership designed for a different era. 

Too often, hybrid setups are layered onto old systems. Leadership styles, rituals, and collaboration norms stay the same; only the location changes. The result? Confusion, friction, and missed potential. 

Before deciding on a return-to-office (RTO) policy, leaders should ask: Does returning to the office support our strategy? 
 
For some, proximity fuels innovation. For others, flexibility drives reach and retention. Without strategic alignment, RTO becomes an expensive exercise in nostalgia.

The Hidden Costs of One-Size-Fits-All Return-to-Office Mandates

A blanket “everyone back” approach ignores both business diversity and human diversity. It may boost visibility in the short term but erode trust and engagement in the long run. 

Flexibility has become a non-negotiable part of the psychological contract for many employees. Mandates that ignore that reality risk sending a clear message: leadership doesn’t understand how work actually happens.

Want to Move Beyond Office Mandates?

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What Great Leaders Should Do Now About Hybrid Work

The future of work won’t be decided by office mandates. It will be shaped by leaders who:  

• Understand which of the four realities their teams live in
• Design work structures that balance strategy with human experience
• Ensure RTO decisions support the business, not peer pressure
• Build belonging and innovation across physical and digital spaces. 
  
  

Instead of asking “How do we get everyone back?”, ask “How do we make every reality work?” 

Because in the end, the office isn’t the answer: leadership is.

Turning Insight Into Action: 30-60-90 Day Leadership Moves 

Leadership in hybrid work isn’t about grand gestures but about consistent, intentional moves that build clarity, trust, and connection over time. 

Below are simple 30-, 60-, and 90-day actions you can take to strengthen collaboration and engagement across all four hybrid work realities.