Workplace friendships are the secret to a smooth RTO transition—here’s how to cultivate them

Announcing a return-to-office (RTO) policy to your team isn’t usually happy news for everyone—even if it’s just a few days a week. Over the past five years, many employees have grown accustomed to flexible schedules and the comfort of working from home. To ease the transition, some companies pair the mandate with perks—from in-office gyms and yoga lessons to snack bars or even shorter workdays on-site. 

But not every employer takes the sweetener route. Others accept that some people will walk away, with surveys showing that 42% of companies enforcing RTO policies have seen higher-than-expected attrition, and 21% report losing key staff. 

Against that backdrop, it’s worth asking: what truly makes the office worth returning to? Gallup data from 2022 points to one answer—friendships. After years of remote setups that left many employees feeling disconnected, it’s probably not desks or deadlines that draw people back, but the chance to reconnect with colleagues. And with good reason – friendships ease stress, boost morale, and make change feel less overwhelming. They also drive collaboration, accountability, and problem-solving. 

So, how can you, as a manager, help friendships grow within your team? Of course, you can’t force people to be friends—but you can create the conditions that make it easier for genuine connections to take root. Let’s look at some actions you can take.

1. Organize inclusive team events 

Social events outside of formal meetings matter because they create space for real connections. In settings that aren’t about deadlines or deliverables, team members can relax, share stories, and discover common interests they might never uncover during an online call or a project update. 

The keyword here is inclusive—think beyond the after-work drinks. Not everyone wants to spend evenings at a bar, so offering a mix of activities ensures more people feel comfortable joining in. Team lunches, walking meetings, volunteer days, team hikes, cooking classes, or even casual coffee breaks in the office kitchen can all spark conversation. The goal isn’t to fill calendars with forced fun, but to give people regular opportunities to connect as humans first, colleagues second.

2. Support collaborative projects

Of course, it’s not just about parties or social outings. Managers can promote friendly team connections right in the flow of work by creating more opportunities for collaboration. When people work on projects together, they naturally connect, share perspectives and often discover unexpected common ground. Cross-functional projects are especially valuable because they bring employees from different parts of the company together, helping people see the bigger picture of how their work connects.

Beyond formal projects, small actions can also spark connection—like rotating team responsibilities or holding employee cross-training workshops where ideas can be exchanged freely. These touchpoints don’t just improve collaboration; they give employees a chance to interact in new ways, building rapport and respect that can later grow into genuine friendships.

3. Foster a company culture of respect and open communication

If you’ve ever read an article about team management best practices, you know the mantra—it’s all about employee engagement. There’s evidence that having friends at work makes employees happier and more engaged by providing social connection, reducing stress, and enhancing overall well-being—which, in turn, improves job satisfaction and performance.

To make those friendships thrive, it’s important to create the right atmosphere. That means steering clear of gossip and favoritism, and instead nurturing an environment where inclusivity, respect, and genuine relationships are valued. 

In addition, make a habit of celebrating wins together. Whether it’s a major project milestone or a smaller personal achievement, acknowledging and celebrating it helps to strengthen team bonds. Recognition moments remind people that their contribution matters and that they’re part of something bigger than themselves, which builds both community and trust.

4. Create opportunities for casual interaction

Office design can play a surprisingly big role in how relationships form. The stereotypical cubicle setup is a place where friendships go to die—so think in the opposite direction. Design both physical and digital spaces (like Slack channels for informal fun) that make casual chats feel natural and easy. 

Lounges, communal kitchens, or open seating areas can encourage the quick conversations that spark connection. Take inspiration from startups with their foosball or pool tables, dartboards, and bean bags—relaxed spots where teammates can unwind, have fun, chat, and even brainstorm new ideas together.

Once the space is set, build in opportunities for spontaneous interaction: regular coffee breaks, “walk and talk” meetings, or casual Friday afternoon happy hours. These small rituals may seem simple, but they create a rhythm of connection that helps friendships take root—without unnecessary pressure.

5. Set up a buddy program

Most onboarding programs focus on company structure, expectations, processes, and tools. Besides introducing new hires to key people like their manager or HR rep, companies place little emphasis on building other relationships. 

One effective way to change that is by assigning a buddy or mentor to new hires. A buddy program goes beyond a formal introduction by fostering a friendlier, more approachable company culture. It gives newcomers someone to turn to with day-to-day questions, helping them learn the ropes of the workplace as it really operates in practice. A buddy can share insider knowledge, offer encouragement, and ease the anxiety that often comes during the probation period.

A buddy program can also go beyond onboarding—it can be a way to help struggling employees, providing support from a more experienced colleague who understands the challenges firsthand. They can also smooth role transitions, support team members joining new projects, or even connect employees across departments to broaden networks and knowledge-sharing. Executed well, a buddy system is a long-term investment in stronger relationships, better collaboration, and a more supportive culture.

6. Organize group mentoring

Peer-to-peer or group mentoring is a great way to get people at all levels of the company talking, learning, and sharing. You can encourage team members and managers to propose and even lead discussion groups around topics they care about. The added bonus? People will often surface issues or interests that aren’t even on leadership’s radar yet—giving you an early look at what matters most to them and a chance to be proactive about engagement.

And remember, mentoring topics don’t always have to be serious and professional. In fact, some of the best conversations come from unexpected places. Groups could form around “Working parents,” “New hires in the sales department,” or even “Early morning dog walkers.” The mix of professional and personal themes not only sparks learning but also builds stronger connections across the organization. When done well, peer mentoring feels less like a program and more like a community people genuinely want to be part of.

RTO is smoother with friends by your side

Desks and policies don’t bring people back—it’s the people that make a difference. Jobs become far more satisfying when they offer opportunities to form friendships. When colleagues develop trust and care about one another’s success, they naturally share information, support each other, and collaborate more effectively. That leads to better decision-making, higher productivity, and a stronger sense of commitment across the team.

Time-tracking tools like DeskTime can make the RTO transition smoother by helping employees manage their hours and strike a healthy work-life balance. For example, with insight into their own working patterns, team members can see when it’s time to wrap up the day. Pairing these tools with thoughtful office perks—such as free fruit in the office, pet-friendly policies, or slightly shorter workweeks—creates an environment where returning to the office feels less like a mandate and more like an opportunity to connect, collaborate, and thrive together.

Article written by

Ieva Sipola

Ieva Sipola is a productivity and technology writer who has been a long-time contributor to the DeskTime blog. Her work has also appeared on Lifehack, The Ladders, Pick the Brain, Hackernoon, and numerous blogs. In addition to writing, Ieva loves traveling and collecting quirky stories and experiences.