Tiger Teams Getting RTO Wrong: Common Missteps

Here's what your "Tiger Teams" are getting wrong about hybrid work and Return to Office (RTO) – and how to fix it.

Your Tiger Teams are stepping up. They’re rolling up their sleeves and tackling the challenge of Return to Office (RTO) or hybrid work transitions with dedication and urgency. They’re assembling cross-functional task forces, brainstorming strategies, and developing rollout plans.

But even with the best intentions, many in-house teams are getting critical aspects of the transition wrong—and it’s not their fault.

Managing an evolving hybrid work environment or RTO plan requires more than just logistics. It demands a balance of internal communications, workforce engagement, strategic change management, and cultural reinforcement. Unfortunately, most internal teams lack the specialized expertise needed to create a smooth and sustainable transition.

Without a clear roadmap, organizations run into unnecessary friction, employee disengagement, and even talent attrition. The reality is that successful hybrid work and RTO transitions aren’t about policies and processes alone—they’re about people. And if your employees aren’t aligned with the plan, even the most technically sound strategy will fail.

The Three Most Common Mistakes In-House Teams Make in Hybrid or RTO Planning—And How to Fix Them

1. Prioritizing Logistics Over Messaging

The internal comms failure that can tank your RTO strategy

Most Tiger Teams handling hybrid or RTO planning are composed of representatives from Facilities, IT, and HR. These departments are crucial for the mechanical execution of hybrid and RTO transitions—but they often aren’t trained in internal communications strategy.

As a result, the dominant message being pushed out to employees is:

“Here’s how we’re making this transition happen.”

What’s missing? The Employee Value Proposition (EVP) and a clear connection to a better employee experience on the other side of the 'move.'

Without a strong internal communications strategy, employees are left to fill in the blanks on their own, often assuming the worst:

• "Leadership is forcing this transition without considering my needs."
• "Are we heading back because they don’t trust us to be productive?"
• "This isn’t about collaboration—it’s about control."

This is why RTO messaging should not be an afterthought—it should be a cornerstone of your strategy.

Fix it:

1. Ensure internal communications professionals are involved from Day 1—not just after the logistics are finalized.
2. Shift messaging from “here’s the plan” to “here’s how this benefits you.” Employees need to see what’s in it for them.
3. Emphasize improvements in job satisfaction, team collaboration, and work-life balance. Make it clear that RTO is not a mandate—it’s an enhancement.
4. Use employee testimonials and real success stories to demonstrate the positive impact of hybrid work done right.

Employees who understand the “why” behind the change are more likely to support and engage in the transition rather than resist it.

2. Underestimating the Time and Effort Required for Campaign Development

You can’t wing RTO messaging and expect smooth adoption.

Many internal teams assume that sending a few emails and hosting a town hall will be enough to ease the transition.

It won’t.

RTO is not a single event—it’s a cultural shift. Organizations that treat it as a one-time announcement instead of an ongoing conversation will face resistance, disengagement, and low adoption.

An effective RTO communications campaign requires a multi-layered, evolving strategy that spans months—sometimes even years. Employees need continuous engagement to feel supported and heard, not just a one-and-done email blast.

A successful RTO communications strategy includes:

1. Pre-RTO communications: Setting expectations, gathering employee sentiment, and addressing concerns.
2. Live transition support: Real-time feedback mechanisms, manager training, and team support.
3. Post-RTO engagement: Reinforcing new norms, measuring employee satisfaction, and making ongoing refinements.

Fix it:

1. Develop a tiered communication strategy that spans 3-12 months—not just a one-time rollout.
2. Segment messaging based on role, department, and work model (fully in-office, hybrid, remote).
3. Use multiple channels: Email, intranet, video updates, digital signage, manager toolkits, and interactive Q&A sessions.
4. Invest in two-way communication. Employees need avenues to voice concerns, ask questions, and feel heard.

Without a structured and long-term approach, employees will disengage, and RTO compliance will deteriorate quickly.

3. Mis-scoping the Project and Forgetting the Post-RTO Phase

Getting butts in seats is NOT the final goal.

Many organizations approach RTO as a three-phase process:

1. Plan the logistics
2. Communicate the transition
3. Get people in the office

This is a flawed approach.

A sustainable RTO strategy must include a fourth and final phase:

Post-move optimization:

• Ongoing feedback loops
• Process improvement or a journey toward Operational Excellence
• Reinforcing workplace culture of excellence and innovation

Think of it this way: A return-to-office plan that stops at “getting people back” is like planning a major but not a career.

Bringing employees into the office isn’t the end goal—creating an environment where they want to be there is.

Fix it:

1. Plan beyond “Day 1.” Build a roadmap for post-RTO culture reinforcement and operational excellence.
2. Measure and adapt. Collect employee sentiment and performance data, then refine policies accordingly.
3. Leverage institutional knowledge. Use employee insights to improve workflows and workplace experience continuously.
4. Provide leadership with the tools they need to lead in an operational excellence environment. Training is key to maintaining momentum.

Organizations that don’t invest in the post-RTO phase risk seeing declining engagement, higher turnover, and lower productivity in the long run.

The Missing Link: Strategic RTO & Hybrid Change Management

If your in-house team is struggling with messaging, employee buy-in, or long-term adoption, it’s not because they aren’t working hard—it’s because they’re missing the specialized expertise to drive lasting success.

Where We Come In

At L-12 Services, we specialize in internal communications, workflow efficiency, and operational excellence. Our data-driven approach ensures that RTO and hybrid transitions don’t just happen—they thrive.

We help organizations:

• Design compelling RTO messaging that boosts employee buy-in.
• Implement multi-channel communication campaigns that actually engage employees.
• Train leaders and managers to reinforce engagement and hybrid success.
• Develop long-term strategies to build operational excellence.

We don’t just move people into offices—we help organizations create workplaces employees want to return to.

Ready to Fix Your RTO Plan?

If your Tiger Team is feeling the pressure of hybrid work evolution, we can help you avoid costly missteps and create a transition that works.

• Book a strategy call today to ensure your RTO plan drives engagement, retention, and long-term success.
• Learn more at L12Services.com.

It’s time to stop forcing employees back to the office—and start building a workplace they’re excited to return to.