Beyond Doggy Daycare: Rethinking The Lure Of The Office

Keywords: Mental Wellbeing, Sustainable Business, Remote Working, Hybrid Working, Return to the Office, Staff Engagement

Author: Lisa Munro

Date 23 January 2024, Worklife Digital

Many employers continue to agonise about how to make their office space work best and find the right balance for in-office and remote working - it was even a topic of discussion at the World Economic Forum in Davos last week: What is the role of the office?

Over the past few years it has become clear that the allure of the office has faded. As companies grapple with the new normal of hybrid and remote work, the days of mandatory in-person schedules seem increasingly antiquated. Yet, some organisations are resorting to unusual tactics to entice employees back through the doors, from doggy daycare centers to Lego libraries and sushi classes*. While these initiatives may garner headlines, they often miss the mark, failing to address the deeper factors driving the shift away from traditional office environments.

The truth is, employee preferences have changed. The pandemic has irrevocably altered our relationship with work, revealing the value of flexibility, autonomy, and work-life balance. Instead of gimmicks and perks, employees crave genuine investment in their well-being and a work environment that fosters engagement and purpose. To compete for talent in today's landscape, companies must move beyond the lure of the ping-pong table and focus on a more nuanced approach.

Metrics that Matter: Well-being and Engagement

Instead of fixating on physical presence, organisations should prioritise measuring what truly matters: employee mental well-being and engagement. By utilising surveys, focus groups, and data analytics, companies can gain valuable insights into employee sentiment, pinpointing areas of concern and opportunities for improvement.

Investing in mental health resources and initiatives directly addresses a growing concern among today's workforce. A 2021 study by the American Psychological Association found that 72% of employees experienced stress in the previous year, with 28% reporting burnout**. By offering mental health support initiatives companies can demonstrate a genuine commitment to employee well-being, fostering a more positive and productive work environment. However it is important to consider the specific needs and preferences of your employees when developing any strategies to encourage them to return to the office. A one-size-fits-all approach is unlikely to be successful or provide ROI, and it is important to be flexible and adaptable in order to meet the needs of your workforce.

The Power of Connection: Redefining Socialisation

While remote work offers undeniable benefits, the lack of in-person interaction can leave employees feeling isolated and disconnected. However, the solution doesn't lie in mandatory office hours or forced team-building exercises. Instead, companies could create opportunities for meaningful social connection on employees' terms. Many business leaders view the shared central workplace as a key enabler of cooperation and cultural cohesion – and they’re still keen to stress its importance. Over the past couple of years, they have tried various methods to persuade employees who’ve become adherents of remote working to return to HQ.

But businesses must be innovative with how they use the office. Every trip to the office should be worthwhile.

Some businesses have closed parts of their office to encourage hybrid workers to congregate more densely in the areas that are open. This makes the remaining available office space a busy, energetic place. Make the space more valuable for collaboration rather than just heads-down work, so that every trip to the office is worthwhile.

Office working makes it easier for new starters to learn their roles and get up to speed, while creative and project-based work tends to be of a higher standard when not done remotely. But it depends on the role. There is no point asking someone to come to HQ only for that person to spend all that time engrossed in coding and barely interacting with their colleagues. The key is to recognise that the value of in-person interaction lies not in proximity, but in intentionality. When employees feel their time is respected and their voices heard, they are more likely to seek out opportunities for connection, fostering a more collaborative and innovative work culture.

Moving Beyond the Gimmick

The age of the ping-pong table perk is over. Today's employees seek more than just free snacks and foosball. They crave meaningful work, a supportive environment, and a genuine investment in their well-being. By prioritising mental health, engagement, and intentional social connection, companies can create a workplace that fosters not just productivity, but also purpose and belonging. This is the true lure of the office, and it's one that no amount of doggy daycare centers can replicate.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital

References

* https://www.raconteur.net/future-of-work/return-to-office-incentives

** https://www.apa.org/pubs/reports/work-well-being/compounding-pressure-2021