While many tech giants are struggling to enforce rigid Return-to-Office (RTO) mandates, U.S.-based AI startup Superhuman has found success through a different approach: financial incentives. Since launching its “Ways of Working Program,” the company has reported a 57% increase in daily office attendance.

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Superhuman, known for its AI-powered productivity tools, initially attempted a standard RTO mandate in 2023. The policy required engineering teams to be in the office two days a week, but it failed to gain traction. Compliance was low, and employees felt that coming in wasn’t worthwhile if their teammates remained remote.

Kenny Mendes, Superhuman’s Chief People Officer, admitted the office stayed largely empty. Realizing that force wasn’t working, the company consulted behavioral scientist Jon Levy to shift the focus from requiring attendance to enticing it.

The startup replaced its mandate with an opt-in, tiered system that rewards employees based on their frequency of office visits. These benefits include “wellness stipends” that cover commuting, childcare, gym memberships, grocery delivery, and even house cleaning.

The financial breakdown for U.S. employees is significant:

• 2 Days/Week: $500 per quarter ($2,000/year).
• 5 Days/Week: Up to $2,000 per quarter ($8,000/year).

CSK’s investment in uncapped talent was one of the IPL 2026’s most unexpected storylines. The Chennai Super Kings signed 20-year-old all-rounder Prashant Veer and 19-year-old wicketkeeper-batter Kartik Sharma for ₹14.20 crore apiece, breaking Avesh Khan’s previous uncapped record of ₹10 crore. Five different organizations placed bids for both, demonstrating how highly regarded these young players are.

This signalled a significant change in CSK’s mentality, departing from their well-known “Dad’s Army” strategy of supporting seasoned veterans in favor of creating a pipeline of future stars.

From a corporate perspective, Mendes views these high-value perks as a strategic investment. “If you look at that as a percentage of salary relative to the impact it has—being more productive, more engaged, and solving problems faster—it’s a no-brainer spend,” Mendes told Business Insider.

The results of the program have been immediate:

• High Adoption: 75% of employees living near office hubs have opted into the program.
• Consistent Attendance: Employees are showing up for 85% of the days they committed to.

Shift to Full-Time: One-third of the staff now chooses to come in 4 to 5 days a week.

Beyond the cash, Superhuman worked to eliminate “friction points” identified by staff, such as parking costs and poor desk setups. They also leaned into social benefits, offering daily catered lunches, social hours, and denser seating arrangements to foster the human connection that remote work lacks.

As the debate over remote vs. in-office work continues, Superhuman’s success suggests that the “carrot” may be more effective than the “stick.” By treating office attendance as a premium service with tangible rewards, the startup has managed to rebuild its office culture voluntarily, proving that employees are willing to return—if the price and the environment are right.