It’s been 5 years because the pandemic lockdowns of 2020 disrupted the standard workplace office. For some time, it appeared COVID-19 killed the workplace.
Firms at the moment are returning to the workplace in ever better numbers. As professors who’ve researched distant work and collaboration for many years, we have now our counterarguments. However there are classes to be discovered from what we’re calling an “office-forward” method, the place firms are encouraging workers to work from the workplace more often than not.
Again to (discipline) work
We studied an office-forward firm headquartered within the Midwest with a number of satellite tv for pc workplaces throughout the U.S. earlier than the pandemic, throughout lockdown, and because it navigated the return-to-office panorama. We embedded ourselves throughout the firm for simply over two years and performed discipline observations, focus teams and one-on-one interviews with a complete of 56 workers. We have been struck by how workers talked about their workplace:
“That is my place. I really feel very taken care of right here.”
“Each time I are available, I really feel welcomed.”
“It’s such a welcoming place to return again to work every single day.”
These feedback converse to the constructive tradition of this firm. However in addition they trace at one thing actually fascinating: Workers might even see the workplace area as a welcoming place to be.
That is vital as a result of analysis throughout disciplines — from anthropology to organizational science — has proven that individuals develop attachment to locations, not areas. Take into consideration a home versus a house. A home is a construction; a house is a spot of group.
And so, whereas the workplace will not be a house, we discovered that an office-forward technique will be profitable if employers rework their workspaces into workplaces, or into locations of group. Listed here are three transformation ways we found:
1. Present area for place
Can the workplace help group? Can the workspace be a office?
Our analysis exhibits that workers see the workplace as a constructive place when it meets their wants. The extra objectives individuals can accomplish in an area, the extra hooked up they really feel to it. As one worker informed us: “If you wish to work independently, there’s an area for that. If you wish to collaborate with others, there are areas for that. If you wish to eat lunch with 50 individuals, you are able to do that. Or, in case you simply need to have, like, a one-on-one, you are able to do that as nicely. There may be flexibility, simply relying upon your temper, and possibly what you might want to accomplish that day.”
We predict this exhibits the worth of redesigning “areas” as “locations” that meet a number of work-related and human wants.
We additionally documented the significance of offering a workstation for each worker. It’s easy: People are territorial. In the event you can’t put an image of your loved ones in your desk, you’re feeling stripped of your humanity. An worker shared: “I do know plenty of firms make you bounce round. Sounds horrible to me. Right here, I’ve my little cubicle, and I really like that.”
To not point out the massive inconvenience of getting to truck your stuff — even your mug and your mouse — to and from the workplace every single day. Desk-sharing is antithetical to position attachment as a result of it treats individuals like cogs.
2. Cross the place-making baton to staff
Persons are those who flip areas into locations. To perform this, some important mass of individuals should use the bodily infrastructure collectively.
The corporate we studied imagined its workplace as a social — not only a work — area. It dreamed up all kinds of engagement alternatives. It hosted breakfasts and lunches, had film nights, invited meals vans and ice cream vans, threw silent dance events, and extra.
Workers informed us they loved each “the casual, natural interactions after I go right down to get espresso within the morning” and the “vitality I really feel when there are occasions within the workplace.” Infusing social alternatives of all sizes and styles into the workplace means individuals are making reminiscences within the workplace collectively. And this implies they’re constructing group.
Meri Simon/MediaNews Group/The Mercury Information through Getty Photographs
However this firm went additional. It handed the place-making baton. Workers might personalize the area. One group put in a mini-golf course; one other painted a mural on an workplace wall within the heart of the constructing. Workers used the area how and once they wished to. Some did strolling conferences on the treadmills; others performed video video games after lunch.
Most significantly, workers hosted their very own actions within the workplace. We don’t simply imply child showers and such; we imply inviting the board of a nonprofit for a gathering on the workplace or inviting a gaggle of scholars for an workplace tour. Turning space-users into place-makers means individuals develop a way of shared possession of the space-turned-place. No surprise we stored on listening to possessive language: “There’s plenty of delight in the truth that that is our place” and “This can be a constructing of the individuals, to place it in a slogan-y approach.” The workplace had grow to be a spot of group.
3. Use expertise to create group
Expertise is an integral a part of the post-pandemic office. With elevated flexibility, workers aren’t within the workplace on a regular basis, even in firms with in-person insurance policies. Since 2022 quite a lot of firms – some current examples embody Amazon, AT&T, Tesla and others – have carried out strict in-person necessities, suggesting that expertise is disruptive to workplace group. However expertise generally is a place-maker. It may well just about prolong the sense of group from the corporate workplace to the house workplace.
The corporate we studied ensured that workers continued to really feel a connection to the workplace when working from house in the course of the pandemic. Executives created movies, human assets workers created newsletters and mailed firm swag and treats to workers’ properties, and group leaders hosted digital occasions and video games to maintain everybody linked.
Even after the pandemic, the corporate constructed Zoom rooms conducive to hybrid group conferences the place all workers might really feel current. It created branded digital backgrounds and added branding to their digital assembly rooms and software program techniques to remind of the workplace. It even employed an intern to put up updates on firm happenings on the corporate’s social media channels. The outcome? We heard this: “I really feel welcome on this digital workplace, too!”
The prize of all of it
Place-making works, but it surely doesn’t work for everybody. In our analysis, most workers have been what we name “place-attached” earlier than the pandemic. However after the pandemic, some had misplaced their sense of connection to the workplace and the sense of group they used to really feel there. These place-detached workers felt “I’m simply there to be there” and “The touchy-feely will not be the place I get my worth from.” We estimate that about 30% of the post-pandemic workforce at this firm now feels disconnected from the corporate tradition and the emphasis on being within the workplace for work.
However contemplating how many individuals found in the course of the pandemic that they like to work at home, 30% is definitely fairly a low quantity.
The shock – for us, not less than – was that about 70% of workers within the firm we studied remained hooked up to their workplace area in 2025. In different phrases, 7 in 10 proceed to seek out group within the workplace. Our analysis unpacks this summary idea additional: What does “discovering group” imply? What outcomes does it translate into?
The reply is that place-attached workers expertise intrinsic satisfaction from workplace work. “It’s like going to the fitness center,” one worker informed us. “It’s onerous to go, however the vitality right here is a lot greater.”
They really feel extra embedded within the firm’s social material: “Grabbing a cup of espresso, simply speaking to your colleagues, makes you’re feeling linked.”
They really feel extra productive: “I feed off different individuals’s vitality within the workplace.”
They really feel seen: “We work onerous, however we have fun one another right here.”
And the massive one — they derive a way of meaningfulness and function: “Entering into work, it’s like somebody wants me, I’ve a spot to go, a spot of function.”
And so, opposite to our personal preconceived notions as distant work researchers about the advantages of distant work, we discovered that office-forward workplaces must be part of the post-pandemic office combine. Whereas some workers worth work at home, others worth working from the workplace. What we hope employers study from our analysis is that for an office-forward method to work, workspaces should rework into workplaces, or into locations of group.
