Superhuman, a company known for AI productivity tools, has reported a 57% increase in office attendance since January after shifting from a mandatory return-to-office (RTO) policy to a flexible, incentive-based program. The company launched a tiered “Ways of Working Program” that allows employees to opt for two to five days per week in the office, scaling perks accordingly.
Initially, Superhuman attempted a mandatory two-day in-office requirement for its engineering teams, but the policy saw low compliance and limited success. Kenny Mendes, the chief people officer, noted that empty offices and employee dissatisfaction were evident, despite 70% of staff living within commuting distance of the company’s eight hubs across North America and Europe.
In response, Superhuman adopted an approach focused on encouraging voluntary attendance by removing barriers and offering various benefits. Employees choosing two days weekly in-office receive a $500 quarterly wellness stipend, while those attending five days can earn up to $2,000 per quarter. Additional perks include commuter support, grocery stipends, childcare assistance, meal delivery, and cleaning services.
Mendes emphasized that this strategy aims to make coming to the office convenient and attractive rather than a chore. Insights gathered from employee feedback helped the company tackle practical challenges such as parking expenses and desk configurations. To foster a more social and collaborative environment, Superhuman reduced individual desk sizes to increase office density and introduced daily lunches and social events.
The opt-in model received broad participation, with about 75% of employees near office hubs enrolling in the program. Of those, roughly one-third elected to work four or five days in-person. Attendance adherence has been strong, with employees showing up approximately 85% of the time they committed to.
Mendes credited behavioral science expertise in redesigning the program, shifting the focus from enforcement to engagement. The leadership also held discussions emphasizing the importance of face-to-face collaboration for trust and team effectiveness.
Superhuman’s experience highlights an alternative path to rebuilding office culture amid evolving workplace expectations, demonstrating that positive reinforcement and reducing friction points can lead to increased voluntary attendance without mandates.
