The push back to the office is real—but so are employee concerns.
Companies are racing to bring teams back on-site, with 90% planning to implement return-to-office policies by the end of 2024 (ResumeBuilder, 2023). But the shift isn’t without hurdles. 

Even companies like Amazon, Starbucks, Disney, and yes—even Zoom—are using return-to-work questionnaires to make this transition smoother. These surveys help leaders gauge employee readiness, uncover hidden concerns, and make return strategies that actually work. Especially when remote work has shown measurable productivity gains, forcing a return without listening is risky.

A well-crafted return-to-work survey template helps organizations balance business needs with employee wellbeing. In this blog, we’ll explore how to create one, the purpose of a return survey and where to use it, and guiding your team through one of the biggest workplace shifts of our time.

Why Return to Work Surveys Matter

The transition back to physical workspaces brings complex challenges—and employees' thoughts on this shift matter more than ever. While some team members are eager for in-person collaboration, others voice concerns about health, flexibility, and work-life balance.

Understand Employee Sentiment and Readiness

Return to work surveys surface insights that would otherwise remain buried. For example, 70% of employees who’ve returned to the office report a positive experience, while only 41% of remote workers share the same outlook (The Harris Poll, 2023). This gap suggests that pre-return anxieties may be greater than the reality for many.

These surveys also uncover differences across workforce segments. 61% of professionals aged 18–34 are enthusiastic about returning, compared to mid-career employees who juggle family responsibilities. Meanwhile, 42% of workers say they’ve actively searched for fully remote jobs—highlighting the need for more targeted, personalized policies instead of one-size-fits-all mandates.

Support Flexible Work Transitions

Flexibility is no longer a perk—it’s a performance driver. 87% of employees believe flexible schedules help them perform better (Slack Future Forum, 2023). But “flexibility” looks different to everyone.

Return to office surveys help clarify what flexibility truly means to your workforce. For instance, over half of employees cite commute costs as the top reason they avoid the office. This insight could lead to commuter support policies that save employees up to $2,300 per year (IRS Commuter Benefits Guide, 2024).

Build Trust Through Transparency

Trust is the foundation of any successful return-to-office plan. Studies show that high-trust companies outperform competitors with 4x higher market value, 50% lower turnover, and 180% higher motivation (PwC Trust in Business Report, 2023).

Return-to-work surveys are your first step—but what happens next matters even more. When you share the results and act on them, you show your people that their voices drive real change. As one employee put it, “The most valuable part of returning to the office has been the opportunity for spontaneous collaboration and face-to-face interaction.”

Key Categories of Return to Work Survey Questions

A strong return to work survey isn’t just a feel-good exercise—it’s a data-driven tool to guide smarter decisions. To support your workforce effectively, your questions should explore these five key areas:

1. Work Model Priorities

Understanding work model preferences helps tailor flexible workplace policies. 71% of employees now prefer a hybrid work model, and 56% of them still favor mostly on-site work (Gallup, 2023). Use questions like:

• “Which work model do you prefer: fully remote, hybrid, or in-office?”
• “How important is flexibility in your work schedule?”

These insights are critical for workforce planning, scheduling, and long-term office strategy.

2. Health and Safety Concerns

Safety is top of mind for employees navigating the return. 87% of workers express concern about workplace safety, and 62% say improved air filtration would reduce stress levels (Gartner, 2023). Ask questions such as:

• “Are you satisfied with the current health and safety measures in place?”
• “Have you received proper training on our updated safety protocols?”
  
  

This feedback helps HR teams prioritize investments in physical workplace safety and health communication.

3. Logistics and Commuting

Transitioning back to the office often hinges on practical realities. More than 50% of employees cite commuting costs as their biggest barrier to office attendance (FlexJobs, 2024). Important questions include:

• “How do you plan to commute to work upon return?”
• “Do you have any challenges with dependent care that impact your work schedule?”
  
  

These responses can inform commuter assistance programs, adjusted work hours, or hybrid participation options.

4. Communication and Collaboration

Effective collaboration is one of the top benefits of in-office work. 44% of employees say in-person collaboration leads to stronger teamwork (Microsoft Work Trend Index, 2024). Use questions like:

• “How effective has communication with management been about returning to work?”
• “Do you feel aligned with your team’s goals and responsibilities in the current setup?”

This data helps you assess where alignment is lacking and how to improve clarity across hybrid or in-office teams.

5. Mental Well-Being and Support

Transitions affect emotional health. 77% of employees reported experiencing work-related stress in the last 30 days, and 36% say returning to on-site work negatively impacted their mental health (APA, 2023). Consider questions like:

• “On a scale of 1–5, how would you rate your stress level related to returning?”
• “What resources would help support your well-being during this transition?”
  
  

This input helps build mental health support programs and flexible options that make returns sustainable.

Sample Return to Work Survey Questions

Let’s explore some targeted questions to include in your return to work survey. These examples are designed to surface what matters most—to both your organization and your people.

1. What is your preferred work model?

Understanding employee preferences is the first step in shaping your future workplace strategy. A straightforward question like:

• Which work model do you prefer: fully remote, hybrid, or in-office?

…gives you clear data without ambiguity.

You can also go deeper by asking:

• How flexible would you like your schedule to be?

Provide multiple-choice answers ranging from fixed hours to total flexibility. This helps you map out varying expectations across different roles and departments.

2. Do you feel safe returning to the office?

Health and safety perceptions directly influence participation and morale. Ask questions like:

• How comfortable are you returning to your office, production facility, or client worksite?
• Are you satisfied with the current health and safety measures implemented in the workplace?

Use a Likert scale (e.g., very satisfied to very dissatisfied) to track comfort levels over time and benchmark across teams.

3. What are your biggest concerns about returning?

To uncover what might be holding employees back, include a multiple-choice question such as:

• What are your major concerns about returning to the office?

Suggested checkbox options may include:

• Health risks (e.g., exposure to COVID-19)
• Commuting challenges
• Childcare or dependent care needs
• Reduced flexibility
• Decreased productivity or focus
• Work-life balance impact
• Office layout or shared spaces
• None of the above
  
  

This data can help you prioritize the most urgent areas for support or communication.

4. What support would help you during this transition?

Open-ended questions give your team room to be specific. Ask:

• How can the organization best support you in transitioning back to in-office work?

You might get responses around flexible start times, wellness resources, clear communication, or even practical suggestions like desk dividers or hybrid meeting norms.

5. How effective is communication with your manager?

Communication breakdowns can fuel uncertainty during transitions. Ask:

• Does your manager clearly communicate the information you need to understand your role and responsibilities?
• How effectively has communication been with management regarding returning to work?

Follow up with a scale (e.g., very effective to very ineffective) to help pinpoint where communication needs improvement.

Best practices for creating your return to work questionnaire

A well-designed return to work questionnaire needs more than just good questions. These best practices will help you get better response rates and valuable feedback.

Keep surveys short and clear

Pulse surveys work best with 10 questions or fewer. Employees tend to rush through or leave longer surveys incomplete. Simple, direct questions about employee experiences get better results. This way you'll get detailed data while respecting your staff's time.

Ensure anonymity and confidentiality

Protected identities make a big difference — employees are 75% more likely to complete anonymous surveys ([Qualtrics, 2022]). Make sure you explain clearly how you'll keep responses private.
Companies that use anonymous surveys can see response rates go up to 90% ([TINYpulse, 2023]). This happens because staff feel safe giving honest feedback.

Use a mix of question types

Good surveys blend multiple-choice questions for numbers and open text for detailed feedback. Multiple-choice makes it easier for staff to answer sensitive topics. Scaled questions help track how feelings change over time.

Time your survey appropriately

Surveys sent on Monday mornings get 13% more responses than other days (SurveySparrow, 2023). The best times are around 9am or 2pm after lunch. Stay away from holiday seasons or hectic periods that could lower participation.

Include open-ended questions for deeper insights

Add one open-ended question for every 15 scale questions. These questions help explain the numbers and show issues that multiple-choice questions might miss. Just make sure to focus on problems you can fix quickly. This helps employees trust that their feedback matters.

Return-to-work surveys serve as effective tools to align company objectives with employee needs. Your team's genuine thoughts about office returns create a smoother transition. Recent findings indicate employees feel more positive about returning after they've experienced it (Gartner, 2023) — this demonstrates how feedback collection helps set realistic expectations.

Survey creation should be straightforward. The five essential areas deserve attention: work priorities, safety concerns, logistics, communication, and mental wellbeing. This comprehensive approach captures your team's crucial needs. A concise questionnaire with varied question types yields the best results while protecting employee privacy.

Office returns mark a significant transformation for organizations. Survey findings often reveal diverse employee needs — some team members value face-to-face collaboration while others prioritize flexibility. These informed decisions help create policies that benefit most employees instead of relying on assumptions.

The essence lies in collecting and implementing feedback to demonstrate that employee opinions count. This approach builds trust and helps companies navigate major transitions successfully. Your return-to-work survey empowers everyone to contribute to the workplace's future, regardless of planning full returns or exploring hybrid models. You now possess the elements to design an effective questionnaire tailored to your organization's unique requirements.

FAQs

Q1. Why are return to work surveys important for companies? 

Return to work surveys help companies understand employee sentiment, support flexible work transitions, and build trust. They provide valuable insights into employee concerns, preferences, and readiness to return to the office, allowing organizations to make informed decisions and create policies that address specific needs.

Q2. What are the key categories of questions to include in a return to work survey? 

The main categories to cover in a return to work survey are work model preferences, health and safety concerns, logistics and commuting, communication and collaboration, and mental well-being and support. These areas provide a comprehensive view of employee needs and concerns.

Q3. How can companies ensure high participation rates in return to work surveys? 

To increase participation, keep surveys short (under 10 questions), ensure anonymity and confidentiality, use a mix of question types, time the survey appropriately (e.g., Monday mornings), and include open-ended questions for deeper insights. Clear communication about the survey's purpose and how results will be used also helps boost participation.

Q4. What are some sample questions to include in a return to work survey?

 Some effective questions include: "What is your preferred work model?", "Do you feel safe returning to the office?", "What are your biggest concerns about returning?", "What support would help you during this transition?", and "How effective is communication with your manager?" These questions cover key areas of concern for both employers and employees.

Q5. How can companies use the results of return to work surveys effectively?

 Companies should analyze survey results to identify trends and areas of concern. Use the insights to create tailored policies that address employee needs, improve safety measures, and enhance communication. Sharing results and taking visible action based on feedback demonstrates that employee opinions are valued, which builds trust and engagement during the transition process.

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