Organizational change will always evoke some level of employee skepticism, especially on the heels of recent examples where expectations weren’t met. You should inform your front-line leaders about the successes that your RTW program has had. Generally, these can include cost savings as well as increased productivity and engagement. In addition, share anecdotal evidence of how the change will improve employee morale, decrease workload, and streamline the employee’s return to work. These reassurances should help regain buy-in from managers.