Navigating Return to Office Across Generations

By: Emma Rowland

Return to office mandates continue to ramp up, but the shift is not landing the same way for everyone. What feels manageable for some can feel disruptive for others, depending on life stage, responsibilities, and what people need from work right now. Helping intergenerational teams navigate this shift will require leaders to design an experience that is clear, consistent, and responsive to what each generation values most.

What has shifted lately?

Across many sectors, we have seen a rapid shift from hybrid work back to primarily in-office work. For employees who built their lives around remote or hybrid flexibility, this is not a small shift, but rather a fundamental change in how they work. It affects childcare, commute times, eldercare responsibilities, and daily routines.

For leaders, this creates tension, not because people are resistant to work, but because generations perceive and experience the shift differently based on life stage. Understanding and embracing these differences can ease the transition and support retention.

How do different generations feel about return to office?

Gallup’s State of the Workplace 2025 study found hybrid work remains the most preferred arrangement overall, with meaningful differences by age.

Gen Z: Connection Matters 

Gen Z prefers hybrid and is less eager for fully on-site work than many assume. At the same time, Gallup found that Gen Z reported the highest levels of workplace loneliness. Many early-career Gen Z employees started remotely and are now seeking in-person time for mentorship and development. What this means for leaders:

• Make in-person time developmental, not performative
• Intentionally pair junior employees with mentors
• Create real collaboration moments instead of shared silence

Millennials: Turnover Poses a Significant Risk 

Millennials are the generation most likely to say they are most productive when working from home. Gallup found that roughly half of Millennials prefer working off-site, and 41 % of remote-capable Millennials said they would be extremely likely to look for another job if a remote option were no longer available. With many Millennials raising children or managing busy households, flexibility is essential for managing the chaos of parenthood. What this means for leaders:

• Be explicit about what flexibility still exists
• Focus on outcomes rather than visibility 
• Recognize that rigid enforcement may increase turnover risk

Gen X: Support the Balancing Act

Gen X employees are often navigating both teenage or young adult children and aging parents. Even if they prefer being in the office more than younger generations, flexibility remains critical. What this means for leaders:

• Clarify available flexibility and how to access it
• Anticipate schedule strain
• Avoid assuming silence equals ease

Baby Boomers: Clarity and Structure Matter

This generation is the most likely to prefer fully in-office work, with many valuing the routine and social interaction associated with being in person. However, that does not mean they are immune to frustration if RTO policies feel inconsistent or poorly communicated. What this means for leaders:

• Communicate expectations clearly
• Apply policies consistently
• Encourage empathy across generations 

What can leaders do to ease the friction across generations?

Beyond tailoring your approach by generation, there are a few key actions you can take to reduce tension associated with RTO across the board. 

1. Make Office Time Worth the Commute

If employees are commuting solely to sit through video calls, frustration builds quickly. 

• Protect focus time with quiet spaces and clear norms, recognizing that many people have become used to this way of working
• Schedule collaboration intentionally, not by default
• Ensure in-person days actually include meaningful interactions 

2. Embrace Flexibility Where Possible

Even small adjustments can make a difference:

• Flexible start and end times
• Occasional exceptions during caregiving commitments 
• A consistent focus on outcomes

3. Reinforce why being together matters

When individuals do not understand the purpose or benefit of in-office time, it can feel arbitrary. 

• Be explicit about what in-person time is meant to accomplish (i.e., faster decisions)
• Share concrete examples of where being together improved outcomes for your team
• Repeat the message consistently so it does not feel like a one-time justification

For remote and hybrid workers, return to office is not just a policy shift — it is landing very differently across generations. Leaders who navigate it well will reduce tension, protect trust, and support retention and performance through change.

At MacPhie, we support leaders through times of change by strengthening culture and alignment. If your team is feeling intergenerational friction as you navigate the return to office, click here to learn about how we can help you build shared norms, strengthen trust, and create a culture that supports how you work now, not how you worked five years ago.