From the Client’s Mouth: Mission to Cultivate Belonging in a Hybrid Workplace

This story comes from a real coaching session. Names and personal details have been changed to maintain confidentiality.

Victor, a Director of Operations at a regional healthcare services organization, was trying to solve one of the most challenging puzzles of post-pandemic leadership: how to get people to want to come back to the office.

His team worked on a hybrid schedule—three days remote, two days in-office. On paper, it looked balanced. But the energy in the office didn’t reflect that. Many of Victor’s employees made minimal effort to come in, citing vague illnesses or disengagement. Others showed up, but lacked connection.

The Challenge: Building a Culture Worth Showing Up For

Victor began to realize that the issue wasn’t about policies or perks. It was about mindset. His questions included:

• How do I support employees emotionally while navigating unclear corporate mandates?

• How do I reframe "coming to the office" as something positive?

• How do I build true belonging, not just compliance?

*"Some of them are excited to be in-office. Some are just surviving at home. I want to lead in a way that makes showing up feel like a choice, not a chore."

The Breakthrough: Meet People Where They Are

Through coaching, Victor started approaching the problem not as an enforcer, but as a gardener. He saw the diversity of employee preferences not as resistance, but as an opportunity to personalize support and cultivate trust.

He began to:

1. Assess Emotional States – Recognizing that personal life events impact readiness to engage

2. Create Positive Draws – Offering team lunches, shared activities, and emotional safety without pressure

3. Focus on Community, Not Compliance – Shifting the narrative from "mandate" to "meaning"

"Instead of forcing a policy, I started looking at how to create connection. It’s slower, but the impact is deeper."

Strategies in Action for Belonging

• Micro-Investments in Culture: Noticing social cues and tailoring support to individual needs

• Gentle Encouragements: Helping reluctant team members set small goals (e.g., one in-office day per month)

• Manager Collaboration: Sharing insights with fellow mid-level leaders to grow a grassroots movement of culture change

Why Coaching Matters

Victor didn’t just need advice—he needed reflection, experimentation, and real-time feedback. Coaching helped him shift from policy frustration to people-first leadership. Now, he leads not with authority, but with intentionality.

Are you navigating return-to-office challenges? Coaching with Ionis Leadership Coaching can help you foster belonging, trust, and community that your team chooses to be part of.

Check out our services to help you and your team grow and develop.