Making In-Person Work Matter: The Power of Anchor Days

As someone who works closely with leaders, I’ve seen firsthand how the return-to-office debate continues to evolve. Some organizations have embraced in-person work, others have gone fully remote, and many are trying to strike a balance with hybrid models. And yet, despite all the changes, one thing remains clear: culture, connection, and collaboration still matter.

While some leaders insist that being physically together fosters innovation and strengthens culture, others have learned the hard way that rigid return-to-office (RTO) mandates often backfire, leading to disengagement and attrition. So, what’s actually working—and what’s not?

What’s Working?

• Hybrid work gives employees flexibility while keeping them engaged.
• Teams that use in-person time for collaboration, learning, and relationship-building see stronger connections.
• Companies that empower employees with choice—rather than forcing office time—tend to have higher morale and retention.

What’s Not Working?

• Strict mandates lead to resentment, turnover, and decreased trust.
• Employees returning to nearly empty offices question the purpose of being there.
• Many organizations struggle to define a model that meets both business and employee needs.

So, how can leaders build culture and connection without resorting to a one-size-fits-all approach? One promising solution is Anchor Days.

Introducing Anchor Days: A Blended Approach to In-Person Work

Rather than enforcing mandatory office days, some companies are implementing Anchor Days—a structured but flexible way to bring people together. McKinley, for example, introduced company-wide Anchor Days, when senior leaders commit to being in the office, giving employees a reason to come in and ensuring they won’t be sitting alone.

Here are two ways to implement Anchor Days:

1. Frequent, regular office days with your immediate team for key meetings and collaborative work. A company I know holds these Tuesday through Thursday.
2. Occasional, company-wide gatherings for socializing, learning, and welcoming new hires. A company I know of hosts a “Company Connection Day” once a quarter for structured and informal activities.

Think of work life as time ‘out at sea’—moving between home, client meetings, and remote work. Anchor Days let you drop anchor, connect, and focus. The key isn’t just showing up—it’s making in-person time meaningful.

How to Make the Most of Anchor Days

To ensure Anchor Days benefit employees and organizations, consider these approaches:

• Plan purposeful activities like brainstorming sessions, strategy meetings, or deep work sprints.
• Foster connection with team lunches, recognition moments, or informal networking.
• Support growth and learning with professional development, mentorship meetups, or guest speakers.
• Make onboarding more engaging with new hire meet-and-greets, buddy systems, and cross-functional gatherings.
• Keep it transparent and flexible by publishing an Anchor Day calendar and gathering employee feedback.

Anchor Days Work!

Anchor Days build connection without forcing compliance—employees can opt in on high-value days instead of commuting just to sit in an empty office. They create purpose by ensuring key team members are present, making in-office work intentional and collaborative. They also offer structure without rigidity, giving employees autonomy while fostering face-to-face interactions.

A Call to Action for Leaders

Great culture doesn’t happen by accident—it happens by design. As leaders, we can create meaningful moments of connection, collaboration, and communication that strengthen our teams.

Are you making in-person time count, or just hoping people will show up? Anchor Days offer a flexible, intentional way to bring people together in a way that actually works.

Instead of forcing the issue, let’s rethink how we can create a workplace where people want to be. How will you design your Anchor Days to support your team and build a stronger culture?