When we implemented the in-person and in-office work policy in Campus Life--it was bit of a transition. We worked top down to get the message out. We told our directors who told the employees in their areas. When employees understood that the purpose behind the call back to the office was to enhance in-person services to students, they were more receptive. Generally speaking, the more transparent you can be with the "why" behind the decision--the better employees will respond. They might not agree, but they still appreciate understanding the purpose behind the policy.
To “adopt” a new policy employees need to UNDERSTAND WHY the policy is being introduced. Take time to explain the rationale, the purpose, and the BENEFIT of the new guidelines to them/and the organization. If the policy has been generated as a result of feedback/employee insight, CELBRATE that! Provide employees a way to ask questions and additional feedback. Emphasize when the policy will be reviewed and potentially updated based on their input. This will encourage employee uptake and implementation of the policy.
When we introduced a company-wide remote work policy, the key was really listening and adapting to what our teams needed. We held open discussions, provided clear guides, and appointed go-to folks in each department to help with the shift. Keeping the lines of communication open and checking in regularly allowed us to fine-tune the policy. Seeing the positive impact on job satisfaction and productivity confirmed we were on the right track. It was a collaborative effort that brought us closer, even as we were physically apart.