7 Ways Singaporean Employers Can Convince Employees to Go Back to the Office

The work-from-home (WFH) arrangement that became the standard under COVID-19's new normal may be ending. As per government mandate, employees in Singapore are going back to the office this year—and other countries are following suit.

However, there is now a growing preference for work flexibility. A survey of 2,000 Singaporean and permanent-resident workers found that almost half of those currently working from home said they might look for a new job if forced to return to their workplaces on most days.

This isn't surprising—in other countries, some employees even turned down millions in stocks or salary increases in exchange for returning to the office, not wanting to give up the convenience and productivity. 

The question now is how to encourage a return to the office. Employers must first understand what's at stake for the employees and do what they can to address their concerns through their return to office guidelines.


People are getting used to living with COVID-19 and slowly returning to their pre-pandemic routines. However, employees are still hesitant—and some simply don't want to—to work in the office again, as these are what they would give up: 

• Not being exposed to viruses like COVID-19 during commutes or for staying in an office space

• No stress from being stuck in traffic for hours in crowded trains or buses

• Money saved from expenses like gas, fare, work clothes, food, etc.

• More time for chores, relaxation, exercise, or self-care 

• Less distraction from chatty officemates—a plus for introverts

• Decreased interaction with difficult colleagues or clients and other workplace frustrations

Essentially, employees have more freedom and flexibility when they work at home. 

However, there is no denying that WFH has been difficult for a few companies. Some leads and managers were also not confident enough to manage remote workers and thought WFH was too distracting or not helpful for collaboration.

Understandably, discussions around going back to the office led to growing tensions, especially with about 60% of employees wanting to work remotely at all times and another 35% preferring hybrid work, according to research. It doesn't help that more applicants and new hires also value the WFH option.

Working in the office isn't totally troublesome. For employers, a step to encourage a return to the office should include a reiteration of these advantages, especially with more people favouring flexible work arrangements (FWA).

• A more efficient set-up The office is simply designed to have a more focused environment for greater work productivity. For one, it's been challenging for some employees to recreate an ergonomic set-up at home. It's also easier to resolve IT problems or other issues in the office as they are in the same space as the staff who can address them.

• Work-life boundaries WFH may boast work-life balance, but how to split work and life is entirely up to you. Unfortunately, not everyone can seamlessly create those boundaries. Without separation between the two, burnout becomes inevitable. When you have a physical office to go to, the line between professional and personal life becomes much clearer. An office may appeal especially to workers who have to juggle various personal responsibilities at home. 

• Collaboration for improved performance Employees working in the same space as their colleagues can foster a stimulating environment for brainstorming and collaboration, leading to more creative engagement. In addition, the Journal of Labor Economics found that good performance by one team member can have a spillover effect on others in the office.

• Opportunities to learnUpskilling or cross-skilling is essential in career development. It's easier for your staff—especially new hires—to learn in person how their leads or managers work instead of from behind the screen. Feedback can also be instantaneous, specifically for those struggling in some aspects. Your staff builds stronger relationships while they teach and learn from each other.

• Career development According to Irish business-zine Invest, monitoring employee progress is still much more effective in person than online. It’s also a better way to witness rapport among the team and observe which employees exhibit leadership or management traits. That said, note that progress must always be measured by overall performance, whether online or offline.

• Physical, mental, and social well-being Even the most introverted crave social interaction. One of the banes of WFH is the feeling of loneliness or isolation. As mentioned, being together helps strengthen relationships. Familiarity and regular contact can increase acceptance and trust because you learn more about others and understand or empathise with them. In terms of work, everyone is given the same opportunities to learn or advance. Research has demonstrated that inadequate face-to-face interactions cause a decline in well-being. The University of Michigan found that socialising can improve mental functions. This may be because people undergo the cognitive processes required in listening, empathising, thinking, and responding during discussions. Such interactions also release oxytocin or the feel-good hormone in the brain and reduce cortisol and adrenocorticotropin, hormones associated with high blood pressure, weight gain, and heart disease.

• A sense of belonging Company culture is now essential to employees—the pleasure of working with like-minded people for an employer who cares more than just the bottom line. This is easier to demonstrate in the workplace setting. Being in the trenches and solving problems with colleagues can be a source of happiness or fulfilment and foster a sense of social identity.

Going back to the office in Singapore and the rest of the world will again be the norm. But how do you convince those who have adjusted to the flexibility and convenience of WFH to leave all that and commute back into the office daily? 

1. 1.

   Before going back, hear what employees have to say When you share news about reopening the office, get feedback from your teams before setting up the return to office guidelines. This allows you to acknowledge everyone's feelings and WFH experiences and learn more about how you can encourage the return to the office. 

2. 2.

   Don't forget about safety One of the employees' main concerns about commuting and going to the office again is their safety. Some are still worried and anxious, but you can ease those fears by having a clear safety policy. It should outline your steps to keep everyone safe and comfortable while on-site and what to do in case of a confirmed COVID-19 case.

3. 3.

   Consider comfort Ending WFH is essentially telling workers to sacrifice convenience. You must be prepared to forego some pre-pandemic regulations that may be too restrictive, such as dress codes or the traditional 9-to-5, to encourage the return to the office. Flexible hours can address the needs of employees who work better either early or late in the morning or those with commitments outside the office. Some companies have even offered free meals or on-site massages to make employees feel more comfortable about going back.

4. 4.

   Look into hybrid or FWA You don't have to implement office work 100% immediately. It would be helpful to first transition into hybrid or FWA (flexible work arrangement), requiring workers to go to the office for three days and WFH for the rest of the week—at least they can still enjoy the perks of home and office. It's also favourable for those who need to balance home and work responsibilities.

5. 5.

   Prioritise training The future of work is here; thus, make training a priority once employees are back in the office. They may be encouraged to return when they see their employer providing them with the knowledge and skills to succeed and work with agility. Request leaders to find tools employees need and train their teams in using those. They may have also discovered knowledge gaps to fill that their staff can learn.

6. 6.

   Make resources handy Aside from convenience and learning opportunities, employees are looking to their employers to address their mental health needs. If these are easier to access while on-site, they are more likely to go there. You may offer free counselling, telehealth, coping and prevention talks, and mindful activities like yoga or physical fitness. Educate them on how to access these and encourage them to enjoy the perks.

7. 7.

   Establish and strengthen connections No matter how many video calls your staff has attended in the last two years, awkwardness and disconnect will still be evident during their first few days in the office, especially since they need to adjust again. It's essential to create an environment conducive to healthy interpersonal relationships. You may organise team bonding activities or social events, like after-office drinks. Aside from giving employees more reasons to come to work, it's also an opportunity for them to bond, build friendships, and improve employee satisfaction.

Convincing your workforce to come to the office again will not be easy, considering all the advantages offered by WFH. Understand that it will take time. As we now have the option to return to the office, you can have the opportunity to balance remote and on-site work benefits and emphasise convenience, culture, collaboration, and coaching. It’s now your chance to completely reopen with your whole team on board.

Learn how you can address your staff’s needs as the world reopens. Check out our Employers Insights page and read other expert suggestions for all your employee concerns.