How to Get Your Team to Show Up to Work On Time

It’s a question I hear from leaders all the time: How do I get my team to show up on time—engaged, ready, and willing to contribute? It seems straightforward enough, right? But in today’s hybrid work environment, the idea of “showing up” has completely shifted, expanding beyond clocking in at a physical office. It’s about creating a workplace where employees feel motivated, connected, and productive, whether they’re in-person, remote, or hybrid.

Hybrid work has redefined what it means to “show up.” It’s no longer just about being physically present in an office or clocking in at a specific time. For some teams, it might mean being online and ready to go for a virtual meeting. For others, it’s about being available during core hours, regardless of location. And let’s face it: hybrid work doesn’t have one definition. It can range from rigid in-office schedules with occasional remote days to fully flexible work-from-anywhere policies. One of the first steps to getting your team to show up—on time and engaged—is figuring out what hybrid means for your organization. You can’t solve for performance and engagement until you know the rules of the game.

At The YoPro Know, we’ve spent years studying workforce trends, and one thing is clear: success in a hybrid workplace (and let’s face it – we’re all working in a hybrid world) requires leaders to adapt. The traditional tools for engaging employees and driving performance need a refresh, especially when managing teams across generations. 

This brings us to a critical point. Many leaders assume that being on time is “common sense.” But here’s the reality: common sense is no longer common. What feels obvious to one person might not even occur to another. Leaders often fail to communicate expectations clearly because they assume their teams know what’s expected. (Remember: the recent graduates entering the workforce in 2025 experienced the pandemic during high school; in other words, their college years prepared them in a very different way than anyone before them!) With this in mind, if you haven’t explicitly told your team what “on time” means to you, how can they be expected to meet that standard?

We have worked with organizations across industries, and one of the most important lessons we’ve learned is that the foundation of engagement and performance is clarity. If your team doesn’t know what’s expected of them—whether it’s the time they’re supposed to log in or the level of effort you expect in a meeting—it’s hard for them to deliver. It’s not about micromanaging; it’s about creating a shared understanding.

Real-World Examples of Hybrid Work Strategies

The good news? You don’t have to figure this out alone. We’ve learned a lot from trailblazing companies like Amazon, Spotify, and Google, and we’re here to share what works—and what doesn’t—when it comes to engaging a multigenerational workforce in a hybrid world. These companies each have their own hybrid model that works for them, and the impact on their talent is evident. 

Take Spotify’s “Work From Anywhere” policy, for example. It allows employees to choose their ideal work environment, but it also provides clear guidelines around accountability. Meanwhile, Amazon’s noteworthy return-to-office strategy has been front and center since the fall, when they announced that anyone who would not return to office in January would be fired (this was then delayed in December, so TBD on where they stand at this point in time). This forced RTO strategy is likely removing talent that isn’t the right fit for their “proximity = productivity” mentality. Google, on the other hand, has invested in leadership training to equip managers with the tools to lead hybrid teams effectively. While they have no plans to follow Amazon’s model anytime soon, they do value innovation and worker flexibility, both of which they feel hybrid provides. These companies demonstrate that hybrid work isn’t about letting go of standards—it’s about redefining them for a new reality that works for their team – and no one else’s. 

Three Strategies to Get Your Team to Show Up

The key is to rethink how you engage your team and lead with clarity and purpose. Here are a few strategies to help you get started: 

  • Start with Clear Expectations.
    One of the biggest pitfalls of hybrid work is ambiguity. When people aren’t sure what’s expected of them, it’s easy for engagement to slip. That’s why clarity is your best friend. Define work hours, communication norms, and productivity benchmarks, and make sure your team knows how their work contributes to the bigger picture. Clarity breeds confidence—and confidence leads to results. If you don’t set expectations as to what time to show up to work (i.e., is being on time “late” in your book?), how can your team read your mind? 
  • Create a Sense of Purpose.
    Purpose is non-negotiable for every generation, but it’s especially important for Millennials and Gen Z. These generations want to know that their work matters and feel like they are making an impact. Regularly connecting their roles to your organization’s mission can go a long way in keeping them motivated. Even a simple shoutout for a job well done can remind your team that their contributions are valued.
  • Embrace Flexibility (Without Losing Productivity).
    Flexibility isn’t just for young professionals—every generation values it. Whether it’s staggered schedules, remote work days, or more flexible deadlines, a little flexibility can go a long way. The trick is balancing that freedom with the structure needed for results. So, when creating and enforcing policy, ask yourself, “Could being more flexible in this situation actually encourage trust and confidence across our team?” If the answer is yes, it might be worth a try.

The bottom line? Getting your team to show up (on time or otherwise) isn’t about forcing attendance; it’s about creating an environment they want to be part of. When you set clear expectations, foster a sense of purpose, and embrace flexibility, you’re not just solving today’s attendance issues—you’re building a workplace that’s ready for whatever the future holds.

At The YoPro Know, we believe the key to thriving in the hybrid workplace lies in understanding and leveraging the strengths of every generation. If you’re ready to dive deeper, check out our 2024 Talent Impact Report for more insights and tools to help your team thrive.

 

Did you like this week’s post? Then you might like these posts below.

Future-Proof Your Workforce: The Benefits Gen-Z and Millennials Crave (And Why They Might Surprise You)

Transforming Talent Retention: The Benefits and Wellness Report

The Key to a Successful PTO Policy? Meaning It.

What’s Next?

Ready to transform your multi-generational workplace culture? Contact YoPro Know today! We can help you develop a thoughtful PTO strategy that fosters positive relationships, strengthens your employer brand, and attracts top talent. Let’s ensure your benefits pave the way for a dynamic cross-generational workforce! To learn more about how our services can help you uncover the power of social media in recruiting and retaining professional talent, schedule Your Free Planning Session Today.

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