Building for ‘Me’ with a Culture of ‘We’: The New Era of Workplace

I've been on my soapbox for years, fighting for workplace designs that genuinely recognize individual needs and unique tasks. If you've been following my past articles, you know this is a recurring theme.

In today’s “new normal,” this perspective is more relevant than ever. Our mantra? "Magnets, not mandates." We're pulling out all the stops to make our offices irresistible so that people can't help but come back. Trust me, creating a space you want to return to is the game-changer, but it doesn’t happen by accident.

Leesman's recent report, "Purposeful Presence," is a goldmine of insights into the evolving dynamic between employees and their work environments. It lays out three key stages: Conscious Decision Making, The Power of Connection and Hotelification, and Reflection.

Quick summary for you:

• Conscious Decision Making: It’s about empowering employees to choose where they work. Stats show 75% of hybrid workers feel they have this freedom. When they do, they're happier across all job activities.

• The Power of Connection and Hotelification: Offices should be “hubs of connection," not just spaces for collaboration. Hotelification isn’t about aesthetics; it’s a behavioral shift comparing office and home experiences.?

• Reflection: The cycle of "Purposeful Presence" either strengthens loyalty or drives employees away, based on their experiences. If people see a reason to commute, they’re more likely to willingly return.

In my work, I help clients grasp how their unique needs should shape workplace designs, especially in the realm of hybrid or remote policies. And here's the kicker: We're tailoring spaces for the "me," but we're aiming for a culture of "we." I recently dug into this paradox during a nostalgia-fueled chat with a former colleague about our peak office culture of 2017-2018. We both agreed those days won't fully return.

The million-dollar question is: How can we infuse our workplaces with the spirit of 2017 while respecting the individualism of now? I, for one, am not just an employee. I'm a whole person, a working mother, and a lover of camaraderie, mentorship, and community-building. But, I also have personal responsibilities, like daycare pickups.

What’s the solution? It lies in empathetic workplace design and thoughtful in-person policies.

Empathic Policy Examples:

• Flexible Office Hours: Choose your start and end times within 'core hours' (I.e., 10 AM to 3 PM) when all team meetings happen.
• Remote Work Days: Up to two days a week for individual needs like caregiving or focused work.
• Activity-Based Zones: Designated areas in the office for different tasks: focus, collaboration, and relaxation.
• Connection Points: Weekly, optional "Connection Corners" within core hours for socializing and brainstorming.
• Feedback Loop: Monthly surveys and focus groups to understand why people choose remote work and how to make the office just as appealing.
• Opt-In Culture Activities: Workshops, hobby clubs, mentorship programs. Choose your level of engagement.

My office hours might not mirror yours, but that doesn't change my hunger for connection or my drive to build a culture. If we create policies that cater to the "why" behind remote work choices, we stand a good chance of reviving some old-school culture vibes.

And remember, a thriving culture isn't about forced fun. It's about hiring the right people and creating a safe environment that nurtures growth and ideas. Even in remote or hybrid setups, the right blend will naturally foster connections.

Our offices are more than just physical spaces; they're extensions of who we are professionally. They should cultivate our mission, productivity, and a sense of belonging.

Now, let me bring you into a chat I had with Michael Russo, Executive Business Partner to the Global Head of People and Talent at Chronosphere, a remote-first company since 2019 that’s known for its exceptional culture. Chronosphere uses a "hub" model with three main hubs where employees can work or visit. Michael highlights that Chronosphere focuses on team cohesion with year-end hub events, team offsites, and company-wide gatherings. What's more, they tackle the "Zoom stranger" syndrome with what they call a "positive pause" at the start of meetings—a quick mental reset and a chance to actually meet your remote coworkers.

Tech Tools for Chronsphere’s Success:

• Rippling-HR: An integrated HR and IT platform that streamlines everything from onboarding to benefits.
• KudoBoard: A digital board for team kudos and shoutouts.
• Slack with Donut Plugin: A chat tool with a cool plugin that sets up casual meet-and-greets between team members. It's one of my faves.
• Zoom: The video conferencing giant, essential for remote face-to-face interactions.?
• Internal Intranet: A recently launched centralized digital workplace for internal news, updates, and community-building.

In the ever-changing landscape of work, it's not just about where we place the desks or whether we opt for remote or in-person work. It's about creating holistic experiences that empower individuals while fostering a collective sense of mission. As someone who's deeply invested in workplace design and culture, I'm continually researching, discussing, and implementing new ways to bridge the gap between individual needs ("the me") and collective goals ("the we").

And here's the thing: change is constant. The future of work will continue to evolve, but with challenges come opportunities. Now is the time to think critically about how we can shape our workplaces (virtual or brick-and-mortar) to be more inclusive, more dynamic, and more enticing than ever. It's a challenge I'm excited to take on, and I believe my expertise in this area is primed to offer invaluable insights and solutions.?

For those ready to explore this thrilling frontier, my door is always open for consultations and collaborations. Feel free to reach out and let's create the future of work together. I'm at [email protected].