Mitigate Return to Office Woes
As accounting firms across the country consider return-to-office (RTO) policies, the recent news from Amazon — mandating a five-day in-office work week for its employees — serves as a timely reminder: how firms communicate these policies will largely determine the success of their implementation. Accounting firms, with their unique culture and a workforce accustomed to hybrid flexibility, face a particularly delicate balancing act. Here are essential strategies to facilitate a smoother transition, secure buy-in, and foster morale during this shift.
Start with Transparent Communication
Transparency is the cornerstone of any effective RTO communication strategy. If leaders want their teams to support a return-to-office mandate, they need to explain the "why" clearly and consistently. For accounting firms, connecting the dots between in-person collaboration and client outcomes or firm goals can help employees understand the rationale behind the policy. Regular town halls are an effective way to address questions and concerns in real-time, helping employees feel heard and valued.
A clear, well-articulated message about the benefits of in-person work — such as increased mentorship opportunities, collaboration, and knowledge sharing — can soften resistance. Position the office as a place for collaboration and a place where the team can elevate the client experience. This approach emphasizes the professional advantages of returning to the office rather than simply enforcing a mandate.
Mitigate Retention Concerns with Incentives and Flexibility
Be prepared for potential pushback, as a strict RTO policy might cause some employees to seek out new professional opportunities. To counter this, firms can consider selective incentives. For instance, offering a "flex day" or the ability to work from home a few days each month can provide a sense of autonomy and balance. Additionally, firms might introduce incentives, such as covering commute costs on designated days, parking fees, offering discounts on childcare or gym memberships, or providing small in-office perks like lunch or wellness programs to make the office culture more enjoyable.
Address Productivity and Meeting Fatigue
One of the most common employee concerns in the RTO transition is the potential for increased meeting fatigue. In an accounting firm, where client demands and team meetings often fill the calendar, leaders can ease this concern by establishing clear expectations around meeting frequency and purpose. Encourage leaders to adopt a "no unnecessary meetings" policy, embracing tools and processes that support asynchronous work when possible. By instituting focus periods — designated blocks of time where meetings are discouraged — firms can reinforce a culture that values productivity over presence.
Redesign the Office to Reflect the Experience Economy
Just as many “flagship” offices are transforming to appeal to employees, accounting firms should rethink their office spaces. In the era of hybrid work, creating a workspace that goes beyond the traditional cubicle setup can draw people back. Amenities that make the office environment more enjoyable — collaboration areas, private workspaces, and wellness zones — can help the workplace feel less like a mandate and more like a choice. Consider offering new backpacks, headphones, computer cases, Stanleys/Yetis or other commute necessities to show your support and gratitude for their return. Employees LOVE logo swag!
A Unified Effort, Backed by Empathy
In the end, how a return-to-office policy is communicated and implemented will directly impact employee morale and retention. By leading with transparency, flexibility, and empathy, and by designing workspaces that resonate with today’s experience-driven workforce, accounting firms can gain buy-in and foster a culture of engagement. The RTO transition need not be a dreaded shift but a strategic step toward revitalizing firm culture and strengthening team cohesion.
what’s inside counts