|
The holiday season always seems to arrive in a rush — bringing joy, celebration, and the inevitable challenge of balancing work with family gatherings, school events, travel, and year-end responsibilities. For managers, this time of year has always required careful planning. But this year, there’s a new twist: the widespread return-to-office mandates.
According to Korn Ferry, nearly 75% of U.S. employees are now required to return to the office, up from 63% just a year ago. Many companies emphasize collaboration, productivity, and culture as the reasons to bring people back onsite — and HR leaders report that they’re feeling pressure to enforce those mandates.
Yet, at the very same time, employees are entering the most logistically challenging season of the year. Holiday travel peaks. School schedules shift. Relatives arrive. Children need care. And an HR Grapevine report shows that more than half of working travelers plan to mix holiday and work, often needing the flexibility to work remotely while navigating family plans. This puts managers in a difficult position: how do you uphold RTO expectations while realistically supporting your teams during one of the most demanding times of the year?
The answer is not rigid enforcement — it’s thoughtful flexibility. In fact, 81% of leaders surveyed by Korn Ferry say RTO mandates are less effective during high-stress periods, creating more strain than benefit. In these moments, flexibility becomes more than an accommodation; it becomes a strategic advantage.
How companies can support employees — and still maintain operational continuity:
Plan ahead and staff intentionally. Use historical data to anticipate workloads. Crosstrain employees so essential tasks are covered even when team members travel or shift schedules.
Identify what truly requires being onsite. Not every task demands physical presence. Clarify which meetings, activities, or client interactions require in-person collaboration — and where remote work is perfectly acceptable.
Leverage technology to keep work moving.
Asynchronous tools, shared trackers, virtual check-ins, and clear documentation keep teams aligned whether someone is in the office, at home, or halfway to Grandma’s house.
Lead with trust and transparency. Set expectations early. Focus on deliverables, response times, and outcomes — not location. When employees feel trusted, they respond with accountability.
Frame flexibility as part of the culture — not an exception. Holiday flexibility signals empathy and respect. Acknowledge those covering essential shifts, offer comp days when possible, and ask for feedback on what worked.
The holidays don’t just test operations:they test an organization’s culture. Being flexible during this time, especially when many companies have mandated in-office work, demonstrates that leadership understands the reality of employees’ lives and values results over rigid rules. Thoughtful flexibility keeps teams engaged, maintains productivity, and strengthens trust — all while allowing employees to enjoy the holidays with less stress and more goodwill.
In the end, the message is simple: When leaders show grace, teams show greatness.
| 
