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Organizations face numerous challenges as they transition employees from remote to in$-$person work environments, where interpersonal communication and collaboration are key to success. The COVID$-19$ pandemic led to a rapid shift toward remote work, making it a staple of many business models. However, remote work has brought its own set of challenges, such as blurred work$-$life boundaries, decreased job satisfaction, and challenges in management and communication $($Ferreira$,2021).$ Addressing these issues in the transition to in$-$person work requires careful planning to ensure employee well$-$being and productivity are prioritized. In addition to logistical and communication barriers, the return to in$-$person work presents psychological challenges for employees who have adapted to the flexibility and comfort of working from home. Many employees are now concerned about losing the autonomy they gained in remote settings, where they had more control over their schedules and environments. The change can trigger anxiety, especially for those who have established new routines that help them balance personal and professional responsibilities. A sudden shift back to the office may disrupt these routines, leading to stress or even burnout. Organizations must recognize these emotional and mental health challenges by offering support resources, such as counseling services and stress management workshops, to help employees adjust to the new work model gradually and with greater resilience. Managing Resistance to Change Resistance to change presents a significant hurdle in the transition from remote to in$-$person work, especially as many employees have come to value the flexibility and autonomy that remote work offers. This resistance often stems from concerns about work$-$life balance, a challenge that remote work has intensified. According to Flores $(2019),$ balancing work and personal demands ranked as one of the top five challenges reported by remote workers, as employees struggled with blurred boundaries that often led to stress and burnout. Being $$on call$$ around the clock became a common issue, leaving many employees feeling stretched thin. Returning to the structured, in$-$person schedules may help restore boundaries and enable employees to separate work from personal time, reducing stress and burnout. Addressing these work$-$life balance concerns directly can also help reduce employee resistance and make the shift back to the office smoother. Many employees may fear losing the autonomy and flexibility they enjoyed remotely, so organizations must offer clear support and options to facilitate this change. Structured support, such as hybrid schedules or flexible work hours, can help employees ease into the transition. By prioritizing these adjustments, organizations demonstrate a commitment to employee well$-$being, making the return to in$-$person work feel less like a loss of freedom and more like a structured opportunity for work$-$life balance. Addressing Concerns Over Work$-$Life Balance The transition to in$-$person work offers an opportunity to reestablish clear boundaries between work and personal life. While remote work allowed flexibility, it also led to extended work hours and constant availability, which many employees found stressful. This shift to in$-$person work can be designed to mitigate burnout by reinforcing defined working hours and encouraging healthier work$-$life boundaries. Companies should recognize the importance of supporting employee well$-$being and aim to establish practices that help employees achieve a balanced lifestyle in this new environment. Addressing Fear of Losing Remote Work Flexibility The fear of losing remote work flexibility is a significant concern for many employees, as they have come to value the autonomy and work$-$life balance it affords. During the pandemic, remote work allowed employees to manage their schedules in ways that better suited personal responsibilities, leading to increased job satisfaction for some $($Flores$,2019).$ However, a full transition to in$-$person work risks disrupting this balance, making it essential for organizations to address these concerns to ease the transition. Ussery et al$.(2021)$ found that employees across personality types and demographics prioritize flexibility, underscoring the importance of offering hybrid or flexible scheduling options. By integrating some degree of remote work into traditional office settings, organizations can preserve the benefits of flexibility while fostering a collaborative, in$-$person work culture. Clear communication about the transition plan and the options available can allevi