Traditional incentives don’t encourage people back to the office. Here’s what might

A new report from Colliers claims to highlight the major challenges businesses experience in attracting people back to the office when attendance remains stubbornly low. With average peak occupancy below 40 percent across Europe, the Middle East, Africa (EMEA) and North America, and workplaces lacking ‘vibrancy’ 83 percent of the time, many organisations are struggling to foster collaboration and engagement.

Colliers’ research claims to identify five key factors that significantly increase in-office attendance. Employees who have a guaranteed workspace when they come in attend up to 1.3 days more per week. Knowing they have a designated space makes returning to the office more appealing. Offices designed to support both collaboration and deep focus also encourage attendance, increasing it by up to 0.6 days per week. Social connection is another major driver; when employees know their colleagues will be on-site, they are more likely to come in, leading to an increase of up to 0.6 days per week.

A structured office routine further supports attendance, as employees who follow set in-office schedules attend 0.7 to 1.1 days more per week than those with complete flexibility. Predictability helps embed attendance into their routines. Finally, when managers clearly signal that office attendance is expected, employees attend up to 0.9 days per week more. Leadership plays a crucial role in shaping workplace behaviours.

Rather than relying on outdated incentives, the report argues that organisations should adopt data-backed strategies to encourage attendance. Instead of enforcing rigid mandates, companies should set clear expectations around in-office days. A structured routine increases engagement while maintaining flexibility. Employees should feel that the office adds value to their workday. Investing in dynamic spaces that support teamwork and individual focus, while guaranteeing desks for those present, makes the office a more attractive and productive environment. Employees are more engaged when their colleagues are also present, so organisations should implement team-based office schedules to encourage collaboration and social interaction.

Commuting remains a major deterrent, so centrally located offices, subsidised transport, parking benefits, and flexible start times can significantly improve attendance rates. Managerial expectations also matter. Employees respond positively when leaders actively communicate the benefits of in-office work rather than enforcing attendance as a requirement. A culture where leadership is visible and engaged fosters a sense of belonging and purpose.

JanJaap Boogaard, Director and Head of Workplace Advisory (EMEA) at Colliers, believes companies must rethink their approach to office environments. Many organisations have tried to lure employees back with free meals, attendance-based incentives, and social events, but research shows these strategies have little to no long-term impact. Employees are not significantly influenced by acoustic comfort or open-plan layouts, and leadership presence alone is ineffective unless paired with clear expectations.

Sven Moller, Director and Head of Nordics Workplace Advisory at Colliers, added that to truly re-engage employees, businesses must adopt data-driven approaches that address the real drivers of attendance. Without these, offices risk becoming underutilised spaces that fail to deliver the collaborative and dynamic environments employees need to thrive and remain productive.

Image: Kragelj Architects