As organizations continue to navigate hybrid and return-to-office strategies, employees are making their expectations clear: they don’t want to come into the office just to sit on Zoom calls. With rising gas prices and general uncertainty in the air, they need to see tangible value in being in the workplace rather than at home. Employers must make the commute worthwhile by offering clear benefits such as collaboration, community, and quiet spaces for deep thinking, which are often more effective than simply enforcing in-office attendance.
Data shows that employee satisfaction decreases as commute time increases. Most employees are comfortable with a commute of 15 minutes or less, but satisfaction drops significantly for commutes over 60 minutes. This makes it even more important to focus on why employees want to come to the office instead of demanding that they do. Below are several ways employers can “earn the commute.”
Start by focusing on employee connection and community. There are psychological benefits associated with contributing to something greater than oneself, and many employees crave the social interaction that naturally occurs during the commute and workday. Remote work can cause employees to miss out on day-to-day conversations with coworkers, interactions that strongly influence feelings of belonging and engagement. They may also miss informal coaching and mentorship opportunities that occur when employees collaborate with leaders in person. Employers should encourage managers to spend time offering real-time feedback and guidance while working alongside their teams.
Hybrid organizations can further support this by intentionally scheduling in-person meetings, workshops, trainings, and collaboration sessions that bring multiple teams together. Planning more than one meeting or session on the same day can help employees feel that the commute was worth it and encourage them to stay and collaborate between scheduled events. These organic moments often lead to greater innovation and stronger team bonds.
Office location also plays a significant role. If your building is in a desirable area, that alone can be a powerful incentive. Employers can enhance the appeal of the office by offering high-quality amenities within the building or by choosing locations near cafes, restaurants, and shops that enrich the workday. Food, in particular, provides a natural opportunity for connection. Offering cafeteria-style beverage options, breakfast, or lunch can encourage employees to stay on-site and eat together. Being in a vibrant area also allows employees the flexibility to go out for lunch or pick up carryout, something many appreciate compared to eating at home every day while working remotely. Organizations may also choose to provide occasional company-wide catered meals or paid dining-out experiences.
Improvements inside the office itself can further attract employees back. Whenever possible, workspaces should include scenic views, warm or adjustable lighting, and comfortable, climate-controlled environments. Office furniture should be ergonomic and versatile to ensure employees feel as physically comfortable, or more so, than they do at home. Examples include adjustable desks, standing desks, movable tables, rolling chairs, and mobile whiteboards or smart boards.
Offices should prioritize collaboration spaces and variety, rather than sterile layouts filled with secluded cubicles. Creating areas that allow for problem-solving through play can also increase creativity and engagement. This might include board games, ping pong or foosball tables, or even outdoor walking paths. Research shows that stepping away from focused work during challenging moments can help individuals and teams generate innovative solutions.
Employers should also consider flexible scheduling to help employees avoid peak traffic times. Reducing commute-related stress can significantly lower burnout, particularly in large metropolitan areas or places with unreliable public transportation or frequent construction. Flex scheduling doesn’t have to interfere with business operations; collaboration can still occur during core hours, supported by scheduling tools that indicate who will be in the office and allow employees to reserve workspaces. These systems encourage intentional in-person collaboration and team meetings.
As previously noted, community plays a vital role in motivating employees to come into the office. For this reason, it’s essential that leaders and managers are also present with their teams. Additional non-traditional incentives that can ease the burden of commuting include stipends for toll roads, paid parking passes, public transit benefits, or on-site amenities such as lockers, bike racks, or showers to support alternative transportation options.
If you’re unsure where to begin, or are encountering resistance, you can start by surveying your employees. Ask what would motivate them to come to the office, what keeps them there, what they value most about in-person work, and how long their commute is. This feedback can guide meaningful, culture-aligned changes that help keep employees engaged, connected, and energized together.
Bringing employees back to the office isn’t about enforcing attendance; it’s about creating purpose. When employers prioritize connection, comfort, flexibility, and intentional design, the office becomes more than a workplace; it becomes a destination. By listening to employees and building environments that support both productivity and well-being, organizations can truly earn the commute and foster a stronger, more engaged workforce.
Sources: gacommuteoptions.com; hr-brew.com; workpointsplay.com; forbes.com