In my situation above we were accommodating people. They got to choose where they worked.

The problem I was talking about was with people who asked to work from home but struggled with it.

Some of them did start coming in to the office more when they realized what was happening. Many did not, believing that work from home was best for them.

> In my situation above we were accommodating people. They got to choose where they worked.

this sounds like the WFH people might be treated the same way as the in-office people. as in you're retaining an in-office culture but people can choose to WFH. that is not the same thing as being a remote working company. the culture is completely different in an org that successfully does remote working.

as a functional example on the social side, people booking in time to just hang out and chat. even if it's work chat but just more relaxed chat. build in some social element beyond just treating it as cogs in a 9-5 machine. add an extra 30 minutes to a team update call to just have a chat with everyone -- including folks in the office.

edit -- to be clear, managers need to be doing that ^