5 Social Energy Myths Companies Get Wrong in 2025’s Return-to-Office Era

May 1

Why Forced Office Mandates Are Backfiring

As employers push stricter return-to-office (RTO) policies, workers are hitting a wall. Despite promises of better collaboration, 2025 data shows office attendance remains 36% below pre-pandemic levels even with mandates.1

Here’s why traditional approaches to social energy management are failing — and how to fix them:

1. “In-Person Work Automatically Strengthens Bonds”

Reality: Mandated attendance often erodes trust — the foundation of real connection. 2

The Problem: Employees forced into rigid schedules report feeling less connected due to resentment over lost flexibility. 2
The Fix: Hybrid models with employee-designed core collaboration days (e.g., team-chosen office days) balance autonomy with face-to-face time. 3

2. “Social Energy Requires Office Face-Time”

Reality: Virtual interactions can be just as energizing when done intentionally.

The Data: 88% of professionals say energy drain comes from poorly managed meetings — not remote work. 4
The Fix: Use AI scheduling tools to block focus time and prioritize high-impact interactions (e.g., “No internal meetings after 2 PM”). 4

3. “Extroverts Thrive in Office-First Cultures”

Reality: All personality types need tailored energy management:

Extroverts often feel overstimulated by nonstop office chatter but thrive with scheduled social hours.
Introverts burn out on small talk but excel with asynchronous deep work blocks.
Ambiverts need customizable hybrid balance to avoid unpredictable energy swings.

4. “Social Energy Is an Individual Responsibility”

Reality: Company culture sets the tone.

Failed Example: Boeing’s strict RTO policy led to a 58% mental health decline among employees. 2
Success Story: “Flex-first” companies now out-hire competitors 3:1 by letting teams design their work rhythms. 3

5. “Office Mandates Fix Collaboration Issues”

Reality: Empty desks don’t mean disconnection.

2025 Trend: Cities with strict RTO policies (e.g., San Francisco) still have 47.5% lower office traffic than 2019. 1
The Breakthrough: AI “connection nudges” suggest optimal times for in-person/virtual collaboration based on team energy patterns. 4

The 2025 Social Energy Playbook

Let Teams Choose: Employee-designed core collaboration days build trust. 3
Track Energy Patterns: Audit what drains/boosts teams (e.g., “Afternoon meetings = 23% productivity drop”). 4
Micro-Reboots: Create 15-minute “quiet zones” after high-intensity interactions.
Measure Psychological Safety: Prioritize trust metrics alongside performance goals. 2