Author: Dan Bladen

Amazon’s full-time return-to-office (RTO) mandate has hit another snag. Recent reports reveal that employees in cities like Atlanta, Houston, Nashville, and New York won’t be required to return five days a week until May, due to office spaces not being ready. While Amazon’s leadership maintains that full-time in-office work is essential for collaboration and culture, the delays highlight the challenges of enforcing such sweeping policies in a post-pandemic workplace.

This isn’t just a logistical issue—it’s a reflection of the tension many companies face as they navigate the future of work. Like those already in place at Amazon, hybrid policies offer a compelling middle ground. So why the push to go further, and is it worth the fallout?

What's Behind the Delay?

Amazon’s offices aren’t prepared to accommodate all employees for full-time attendance. This isn’t a new problem. In 2023, the company faced similar challenges when enforcing a three-day RTO policy. For many employees, the delays add to existing frustrations, including concerns about morale and fears of increased attrition.

Andy Jassy, Amazon’s CEO, has argued that full-time RTO fosters better collaboration and cultural alignment. Yet, without adequate space or a clear operational plan, the delays signal a disconnect between Amazon’s ambitions and the reality of implementation.

Hybrid Work: A Proven Alternative

Amazon’s existing three-day hybrid model already mirrors the dominant trend in the workplace. According to ZipRecruiter’s 2024 Employer Survey, 40% of companies have embraced hybrid as their primary work model, while only 7% allow fully remote work. The data shows hybrid work strikes the right balance, offering flexibility while maintaining in-person collaboration.

Studies, including those from Stanford economist Nicholas Bloom, reveal hybrid work leads to higher productivity, lower burnout, and better retention. For companies like Kadence, hybrid isn’t just a compromise—it’s a strategy designed to empower teams while meeting organizational goals.

The Risks of Full-Time RTO

Pushing for a five-day RTO, even amid logistical delays, risks alienating employees. Amazon has already faced backlash, with some workers viewing the policy as a veiled attempt to encourage attrition. Research supports these fears: organizations with rigid RTO mandates report higher turnover rates compared to those embracing hybrid models.

For employees, the delays add uncertainty and erode trust. For leadership, they create a credibility gap—how can full-time attendance be necessary if the organization isn’t prepared to support it?

Moving Forward

Amazon’s delay is an opportunity to reflect. The hybrid model already in place has proven effective and aligns with broader workplace trends. By doubling down on flexibility and optimizing its hybrid workplace strategy, Amazon could lead the way in redefining modern work.

The question remains: is full-time RTO worth the cost? Or should Amazon embrace the hybrid foundation it has already built? One thing is certain—the future of work isn’t just about where we work, but how we work together to achieve the best outcomes.

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Sonos has long been a proponent of flexibility in the workplace. For years, its mantra — “impact, not location” — resonated with employees and job seekers alike, defining the company as a pioneer of hybrid work. But recent challenges, including a crisis surrounding its app and broader industry struggles, have pushed the audio giant to rethink its approach. Sonos has now announced a return-to-office (RTO) policy for product teams, requiring them to be on-site two or more days per week.

This policy shift reflects broader debates happening across the tech industry about the balance between flexibility and in-person collaboration. While it’s true that product teams often benefit from hands-on testing and face-to-face problem-solving, it’s important to ask whether these RTO mandates truly solve the underlying challenges companies face—or whether they risk alienating employees at a time when morale is already low.

The Realities of RTO at Sonos

The new policy primarily affects employees near its U.S. offices in Santa Barbara, Boston, Seattle, and San Francisco, leaving the rest of the workforce largely unaffected. Sonos emphasizes that flexibility remains a core value, with spokesperson Olivia Singer stating, “Flexibility is not going away… we are evaluating the impact that in-person collaboration has on the effectiveness of our teams and our culture.”

Still, the timing of this decision is critical. Employee morale has reportedly remained low following the app controversy, layoffs earlier this year, and tightened budgets. In such an environment, introducing an RTO mandate—however limited—can exacerbate existing concerns.

A Broader Industry Shift or a Temporary Fix?

Sonos is far from alone in adopting stricter in-office requirements. Tech giants like Amazon have led the charge, mandating five-day office work weeks, while others, like Dell, have seen backlash for similar policies. Yet, data consistently shows that rigid RTO requirements often come with unintended consequences.

Stanford economist Nicholas Bloom, an expert on remote work, has found that hybrid work models consistently outperform fully in-office setups, with employees reporting higher productivity, engagement, and job satisfaction. “Forcing employees back full-time risks alienating top talent and stifling innovation,” Bloom has noted, “especially in competitive industries where flexibility is a key differentiator.”

The Opportunity Cost of Office Space

One question looms large for Sonos and others in its position: what about the cost of office space? As many companies have learned, hybrid work isn’t just about employee well-being—it’s also a smart financial strategy. By optimizing office usage and reducing unnecessary real estate costs, organizations can reinvest those savings into product innovation, customer experiences, and employee development.

A Path Forward for Sonos and Hybrid Work

Sonos’s decision highlights the tension between collaboration and flexibility in the evolving workplace. While the new policy aims to address operational needs, it’s essential that the company maintains its commitment to flexibility—a value that has defined its culture and reputation.

At Kadence, we believe hybrid work is about more than balancing remote and in-office days. It’s about creating systems that prioritize results, empower teams, and support the dynamic needs of the modern workforce. For Sonos, the challenge isn’t just about getting employees back to the office—it’s about ensuring that these changes drive real value for both the business and its people.

As we’ve seen with other companies navigating these waters, transparency and employee input will be crucial. The true test of Sonos’s policy won’t be in how many employees badge in, but in how effectively the company can balance collaboration with the flexibility its workforce has come to expect.

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Hybrid work is no longer just a perk—it’s the backbone of how innovative, forward-thinking companies operate. But transitioning to hybrid isn’t as simple as saying, “Work wherever you want, whenever you want.” The real challenge? Making hybrid work efficient, inclusive, and strategic. That’s where having a hybrid policy comes in. But not just any policy—a dynamic strategy that evolves with your team, aligns with your business goals, and sets everyone up for success.

This guide will walk you through everything you need to know to create a hybrid policy that works, with actionable steps, insights from experts like Nick Bloom, and tools to make implementation seamless.

Why You Need a Hybrid Policy That’s More Than Rules

Here’s the problem with most hybrid work policies: they’re static. They’re often treated as a checklist of dos and don’ts that fail to address the nuances of real-life workplaces.

A great hybrid policy is more than just a set of rules—it’s a company-wide strategy that:

• Aligns with your business objectives.
• Supports collaboration, flexibility, and employee well-being.
• Evolves over time based on data and feedback.

What the Data Says About Hybrid Work

Employees have made it clear: flexibility is a priority.

• 82% of employees prefer roles with hybrid options.
  
  
• 51% of employees would consider leaving their job if hybrid flexibility was taken away.

For employers, hybrid work offers tangible benefits:

• Increased productivity: 61% of those polled on the effectiveness of hybrid work citied improved productivity.
  
  
• Lower turnover: Flexible policies reduce attrition by 35% according to a Stanford University study.
  
  
• Cost savings: Companies save on real estate and operational expenses by reducing the need for large office spaces. See how Five Good Friends cut office costs by 15%.

Step 1: Define the "Why" Behind Your Hybrid Policy

Every hybrid strategy starts with a clear purpose. Why are you embracing hybrid work? What do you hope to achieve?

Align Hybrid with Business Goals

Here are some common objectives companies set when designing a hybrid policy:

• Talent retention and attraction: Flexible work policies are now a competitive advantage in hiring.
  
  
• Enhanced collaboration: Hybrid setups allow for in-person brainstorming while maintaining remote productivity.
  
  
• Cost efficiency: Hybrid models reduce real estate expenses by optimizing office space usage.

Once you’ve defined your objectives, make them the foundation of your hybrid policy.

Engage Your Employees

Your employees are key to crafting a policy that works. Here’s how to gather insights:

• Surveys: Use tools like Typeform or SurveyMonkey to ask employees about their preferences, challenges, and needs.
  
  
• Focus groups: Host discussions with cross-functional teams to understand unique pain points.
  
  
• One-on-one interviews: Speak directly with team leaders to get insights into how hybrid might impact workflows.

Action Step: Summarize employee feedback into key themes (e.g., “employees want flexibility on Mondays and Fridays” or “managers struggle with remote collaboration”) and use this data to guide your strategy.

Step 2: Use Kadence Framework for Coordinated Hybrid

Nick Bloom, a renowned economist and workplace expert, emphasizes the importance of coordination in hybrid work. Our framework is a simple yet effective way to bring structure to your hybrid policy.

3-Step Coordinated Hybrid Framework

1. Anchor Days: Choose 2–3 days per week when employees come to the office. These days are ideal for collaboration, brainstorming, and team-building.
   
   
2. Flexible Days: Allow employees to decide where and when they work on non-anchor days. This balances structure with autonomy.
   
   
3. Clear Communication: Ensure everyone understands the purpose of anchor days, what’s expected, and how they fit into the broader hybrid strategy.

Why Coordination Matters

Hybrid work often fails because of misalignment. Employees come to the office but find half their team working remotely, defeating the purpose of being in person. Coordinating anchor days ensures meaningful interactions when employees are onsite.

Action Step: Use Kadence’s scheduling features to plan anchor days and provide visibility into who’s coming to the office.

Step 3: Build a Hybrid Toolkit

A hybrid policy isn’t just about defining when and where people work—it’s about empowering them with the right tools to succeed.

Essential Hybrid Tools

1. Scheduling and Coordination Tools: Kadence simplifies desk booking, meeting room reservations, and team scheduling in one platform. There’s no need for multiple subscriptions, saving costs and ensuring ease of use.
   
   
2. Collaboration Software: Tools like Slack, Zoom, and Miro enable real-time communication and brainstorming and these all integrate seamlessly with Kadence.
   
   
3. Workplace Analytics: Kadence’s Workplace Analytics tracks office usage and meeting attendance, providing data to refine your policy.
   
   
4. Project Management PlatformsUse tools like Asana or Trello to keep remote and in-office teams aligned on goals and deadlines.
   
   
5. Integrations with Existing Tools: Adoption is often the biggest hurdle with new platforms. Maximize it by integrating tools like Kadence directly into the platforms your teams already use, such as Microsoft Teams and Slack. These integrations make it easier for employees to schedule, collaborate, and access features without switching between apps, driving seamless adoption.

Pro Tip: Train Your Team

Introducing new tools? Make sure your team knows how to use them. Provide onboarding sessions, video tutorials, and ongoing support to maximize adoption.

Step 4: Redesign Your Office for Hybrid

Your office needs to reflect the realities of hybrid work. No one wants to commute just to sit in a half-empty space that feels uninspiring.

Designing for Hybrid Success

1. Hot Desks: Flexible seating options for employees who only visit the office occasionally.
   
   
2. Collaboration Zones: Open spaces or meeting rooms designed for teamwork and brainstorming.
   
   
3. Focus Areas: Quiet zones for heads-down work.
   
   
4. Social Spaces: Informal areas for coffee breaks, lunch, or networking.
   
   
5. Wellness Rooms: Spaces for meditation, rest, or stress relief.

Connecting Technology with your Hybrid Workspaces

Equip your office with smart tools to enhance the hybrid experience:

• Desk Booking Systems: Let employees reserve desk spaces in advance.
  
  
• Video Conferencing Rooms: Ensure every meeting room is set up with reliable video and audio equipment.
  
  
• Multi-Space Booking Support: Expand beyond desk bookings to include reservations for phone booths and pods—ideal for Zoom meetings or focused work—and lockers, offering secure storage for employees who travel or work flexibly. This versatility ensures every employee has access to the spaces they need to be productive.
  
  
• Automatic Check In: Easily track how spaces are being used by automatically checking in employees when they connect to the office wifi or badging system

Action Step: Analyze office usage patterns with Kadence Workplace Analytics to ensure your design supports employee needs.

Step 5: Communicate, Measure, and Iterate for Long-Term Success

Creating a hybrid policy is just the beginning. To ensure its effectiveness over time, you need two key components: consistent communication and data-driven iteration. These elements go hand in hand, ensuring your policy is not only well-received by employees but also optimized to meet business goals in both the short and long term.

How to Communicate Your Policy

1. Launch with Clarity: Roll out your policy as you would a product launch. Host an all-hands meeting to introduce your hybrid strategy, explaining:
   • The “why” behind it (aligned with business goals).
   • What employees can expect in terms of scheduling, tools, and resources.
   • How success will be measured.
     
     
2. Create a Central Resource Hub: Use platforms like Notion or your intranet to house everything employees need to navigate the policy, including:
   • FAQs on hybrid expectations and processes.
   • Guides for using tools like Kadence or other workplace software.
   • Regular updates or changes to the hybrid policy.
     
     
3. Train Managers to Lead the Transition: Equip managers with resources and training to support hybrid teams effectively. This includes coaching on managing performance, fostering team collaboration, and addressing employee concerns.
   
   
4. Keep Communication Two-Way: Build feedback loops into your communication strategy. This can include:
   • Quarterly surveys to gauge employee sentiment and engagement.
   • Listening sessions or team-level feedback meetings.
   • Anonymized suggestion boxes to surface issues employees may be hesitant to raise directly.

Measure Hybrid Success with Data-Backed Insights

You can’t improve what you don’t measure. Define clear metrics to evaluate whether your hybrid policy is delivering on the objectives outlined in Step 1. Kadence Workplace Analytics provide insights into office usage, meeting attendance, and scheduling patterns. These metrics should validate your policy’s success and guide adjustments to better align with your business goals.

Key Metrics for Hybrid Success

1. Talent Retention and Attraction:
   • Retention Rates: Are employees staying longer since the hybrid policy was implemented?
   • Employee Engagement Scores (eNPS): Are employees satisfied with the flexibility and structure of the hybrid model? High eNPS scores suggest your policy supports work-life balance and overall job satisfaction.
     
     
2. Enhanced Collaboration:
   • Space Utilization Patterns: Which office areas (e.g., team neighborhoods, meeting rooms) are used most often? Are collaboration spaces meeting employee needs?
   • Team Day Attendance: Are teams effectively using anchor days for meaningful in-person collaboration?
     
     
3. Cost Efficiency:
   • Occupancy vs. Capacity: Is your office being utilized efficiently? Track how much space is actually in use compared to your total capacity.
   • Operational Savings: Are you seeing reductions in real estate or office-related expenses, such as energy and cleaning costs?

Pro Tip: Embrace Change

Hybrid work is dynamic, so stay flexible. Use data and feedback to optimize your strategy continuously.

• Short-Term Fixes: Address immediate issues, like low attendance on anchor days, by gathering feedback and making quick adjustments.
  
  
• Long-Term Validation: Use metrics like retention rates, eNPS scores, and occupancy vs. capacity to assess whether your policy meets its original goals.
  
  
• Feedback-Driven Insights: Combine data with employee feedback from surveys and discussions to understand and address both the “what” and “why” behind challenges.

This iterative approach ensures your hybrid policy evolves effectively over time.

Your Hybrid Policy Starts Here

By combining consistent communication with ongoing measurement and iteration, your hybrid policy becomes a living, adaptable strategy. This approach ensures that your policy isn’t just effective today but continues to evolve with your team’s needs and your company’s goals.

Action Plan for Continuous Improvement

1. Set Regular Review Sessions:Schedule quarterly or biannual reviews to assess performance against your defined metrics.
   
   
2. Build a Culture of Adaptability:Normalize policy adjustments as part of your company culture. Frame changes as improvements based on employee input and data, not failures of the original plan.
   
   
3. Communicate Updates Clearly:Keep employees informed about what’s changing and why. Highlight data-driven decisions to build trust and transparency.

Hybrid work is here to stay, and getting it right requires more than a static set of rules. By treating your hybrid policy as an evolving strategy, you’ll create a workplace that’s flexible, inclusive, and ready for 2025.

Want to jumpstart your hybrid journey? Download Kadence’s template policy, so you have a clear methodology to start from.

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While Elon Musk is making headlines for doubling down on his return-to-office (RTO) mandate, the Biden administration has taken a very different tack—agreeing work-from-home (WFH) policies for federal employees to increase retention rates. This move not only contrasts sharply with Musk’s approach but also potentially makes it harder for the Department of Governmental Efficiency (DOGE) to enact stricter office mandates under future leadership. The two approaches highlight vastly different leadership styles and their implications for the future of work.

Here’s the gist: Musk’s hardline, five-days-a-week-in-office policy sparked concerns about employee morale and retention. Meanwhile, remote-friendly policies are gaining traction across industries, prioritizing flexibility and employee satisfaction.

For business leaders navigating similar challenges, there’s a lot to learn here. Let’s break it down..

1. Flexibility: The Secret to Retention

Here’s the deal: rigid policies can alienate top talent. Musk’s approach may work for Tesla and SpaceX, but in most industries, it’s a risky move. Hybrid policies are becoming a key strategy for keeping high-performing employees happy—especially working parents, veterans, caregivers, and people with disabilities.

A McKinsey study shows that 87% of workers take remote work when it’s offered, and nearly 30% would quit if it were taken away. Flexibility isn’t just a nice-to-have; it’s a must-have for retaining top talent.

What this means for your business: If you want to keep your best people, listen to what they need. Flexibility isn’t about caving—it’s about retaining a workforce that’s motivated, engaged, and loyal.

I spoke to host of WHAT’S YOUR WORK FIT? Dan Smolen about how Musk’s mandate could affect the larger Washington DC economy and community. Watch here:

2. Tapping into a Bigger Talent Pool

Remote work opens up access to a whole world of untapped talent. By embracing WFH, the government isn’t just keeping its current workforce happy—it’s attracting new talent from diverse backgrounds. Think rural areas, people with disabilities, or caregivers who can’t commit to traditional 9-to-5 office life.

Here’s some proof: a Global Workplace Analytics study found that companies with remote work programs see 21% higher profitability. Why? Because they can hire the best people, no matter where they live.

What this means for your business: Hybrid work policies let you build teams that are more diverse and innovative. The more perspectives you have, the better your organization will be at solving problems and serving customers.

3. Saving Money with Smarter Office Use

Let’s talk dollars and cents. The federal government spends billions maintaining underutilized office space. Formalizing remote work lets agencies cut down on overhead while maintaining productivity.

And guess what? The private sector faces the same challenge. A Stanford study found that remote workers are 13% more productive than their in-office counterparts. That’s billions in extra output—without the extra expense.

As Brian Elliott, executive adviser and coauthor of How the Future Works, points out:

“Elon and Vivek have said the quiet part out loud about return-to-office policies: they’re designed to make people quit. Unfortunately, it’s unlikely to be the right people or for the right reasons. The smarter move would be to shed excess real estate and focus on accountability and performance, not outdated mandates. The damage done by forcing out dedicated civil servants, including veterans, women, and military spouses, will be felt by everyone who relies on them for health and safety—essentially all of us.”

What this means for your business: Rethink your office footprint. Consolidating office space can save money and free up resources for more impactful initiatives, like employee development or new tech. Kadence’s Workplace Analytics can help track how office space is being utilised.

4. Decentralizing for More Impact

One of the coolest things about the federal WFH policy? It allows agencies to hire people from all over the country, not just D.C. This decentralization makes government jobs more accessible to underserved regions, bringing opportunities closer to the communities they serve.

Private companies can take a page from this playbook. Decentralized teams mean fewer bottlenecks, better coverage across time zones, and the chance to reach untapped markets.

What this means for your business: Remote work isn’t just a perk—it’s a strategy for building teams that are more distributed, agile, and effective.

5. Setting the Bar for the Private Sector

Let’s be real: when the federal government embraces hybrid work, it sets a precedent for everyone else. Private companies competing for the same talent can’t afford to ignore this shift. Younger workers, especially, are demanding flexibility.

A study conducted by Trip.com, in collaboration with Harvard Business School, revealed that implementing a hybrid work model—allowing employees to work from home two days a week—led to a 35% reduction in employee attrition and a 1% increase in productivity.

What this means for your business: If you’re not offering hybrid options, you’re falling behind. Flexibility is no longer a pandemic-era experiment—it’s the future of work.

So, What’s the Big Lesson Here?

Flexibility wins. Musk’s RTO push might work for some companies, but for most organizations, rigid policies feel outdated. Employees want options. They want trust. And they want to work in ways that let them bring their best selves to the table. This is what increases retention rates.

As we said in our earlier blog on Musk’s RTO mandate, the best workplace strategies are the ones that balance organizational needs with employee preferences.

How Kadence Can Help You Lead the Charge

Hybrid work isn’t just a buzzword—it’s a game changer. But making it work takes the right tools and strategies. That’s where Kadence comes in. Our platform helps businesses manage hybrid teams, optimize office spaces, and foster collaboration across distributed teams.

Whether you’re looking to save on office overhead, improve team dynamics, or roll out a hybrid work strategy, Kadence has the solutions you need to thrive in the new world of work. Learn more about Kadence and see how we can help your team unlock its full potential.

The Federal Flex is more than a government policy—it’s a blueprint for how work is evolving. By embracing flexibility, decentralization, and smarter use of resources, organizations can build a future where everyone wins.

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Have you heard of activity-based working?

When employees prepare to get back to the office in person, Nancy no longer wants to spend the entire day alone at the front office. Harry wants to spend an hour with colleagues brainstorming on ideas while lounging on a couch before he retreats to library silence to get his tasks done.

What about Mary? She’s looking for a home away from home, a working environment that gives her a holistic, I don’t miss my home, experience. With more than half of your employees ready to quit their jobs if they lack flexibility, there’s no better time for a change.

Welcome to activity-based working, a workplace design where teams leverage workplaces based on their needs.

What Is Activity-Based Working?

An activity-based working environment is a human-centric workplace that works in tandem with every office space to create an experience that empowers every employee according to their individual needs.

Think of the three employees we’ve named above: Nancy was spending a lot of time by herself at the front office, but from the onset of the pandemic, she realizes that she wants some time to interact with her colleagues, get to know them better.

Harry is an extrovert that is equally dedicated to his work. Therefore, spending the whole day at his desk by himself might make him productive for a few hours. What does he need to cater to his waning concentration for maximum productivity throughout the day? 

Each of these employees has different needs, but they work in the same office. The idea of activity-based working is to design the office workspace to provide spaces where each employee can meet these needs on-demand.

In addition, the setting works if the employees are empowered to take advantage of these spaces without compromising their work efficiency and productivity. That means creating an adaptable, professional, flexible, and autonomous environment, but it also requires a change in mindset throughout the organization.

Where Activity-based Working Started

The concept started in the 1980s with Robert Luchetti, an American architect studying the workplace and looking for different ways to design a workplace setting to enhance efficiency. Robert determined that an office with different workplace environments created specifically for different workday activities would increase productivity.

The idea was to create multiple settings with different physical and technical characteristics. These settings would then be grouped to support the different performance metrics. Robert determined these settings to include small, large, private, open, and the team shared spaces.

Additionally, the spaces were supposed to provide the flexibility needed to move furniture and people from one setting to the other without disrupting the entire office and with the help of technology.

In 1990, Robert worked with Interpolis, the Dutch Insurance company, to create the first activity-based working space. Interpolis got rid of the assigned desk model in favor of a flexible environment that maximizes its square footage. One vital factor Interpolis implemented with this change was the shift towards a complete autonomous working environment for employees, who could now choose when, where, and for how long they wanted to work.

Interpolis employees no longer had to deal with the pressure of clocking in and out on time. They also didn’t have to spend the whole day cooped up on one desk for the entire day “As long as the work gets done.”

Why Activity-Based Working?

The most effective leaders and managers trust their subordinates and employees in today’s working environment. Additionally, workspaces are no longer viewed as static spaces where people merely sit and work. Workspaces are now part of the entire holistic working environment, which greatly impacts employees.

Think about your home for a minute. When you get back home from work, which part of the house do you look forward to seeing the most? Why? Whether consciously or unconsciously, that bathtub, living room couch, tree in the yard, or king-sized bed gives you some sense of comfort or relaxation.

But it’s not just one object in the room; it’s everything in it, how the items are spaced, their colors, and arrangement. Everything comes together to make you feel relaxed. Well, you can give your employees the same impact if you create the right setting in your office spaces.

Once you learn how to set up office neighborhoods that create synergy, you:

• Increase the productivity of your employees because you give them the flexibility they desire, especially concerning their preferred working environments
  
  
• Improve employee satisfaction. Providing spaces where employees are more productive and efficient makes it easier to complete their tasks. This increases their workday satisfaction.
  
  
• Reduce your real estate costs. One primary aspect of activity-based working is its ability to utilize space. For instance, Interpolis reduced its office space from two to one building after adopting an activity-based working environment. As such, your office kitchen can be turned into an effective workspace.

What Makes An Activity-Based Working Space?

In a nutshell, an activity-based working environment has excellently designed spaces, signage, and technology. Still, you must have these four elements to call your workplace an activity-based working environment:

The Right Design

Designing an activity-based working environment means creating different spaces under one roof. For instance, you need a quiet space where people can get work done without interruptions, another space where you can host teams or client meetings, and a lunch booth where you can eat or have snacks and coffee as you chitchat with your colleagues. Each of these spaces should be designed to meet the needs of your employees.

The Right Stimulation

You want an office setting that tells your employees “Welcome Back To Work” like a warm hug from a loved one. This means putting cues within your activity spaces to help employees navigate the different sections with ease.

That way, if they want some quiet time, they know exactly where to go seamlessly and on-demand. You want to include elements that make every employee feel comfortable in their preferred space of work at a moment’s notice. This also helps your employees learn how to use your designed spaces effectively.

Awareness

What is the point of designing a beautifully spaced activity-based working environment if your employees are not mindful of how to use them to fruition? For instance, no employee should make noise in the silent room.

Instead, they should understand that this is the space you take when you want to work in total silence. Every employee, in this case, automatically puts their phones on silent when in the silent space. Remember the Interpolis motto, “As long as the work gets done.” The key here is trust and autonomy. Trust your team members to get the job done well in their way.

Learning And Development

While the concept has been around since 1990, it is fairly new among many employees and employers. Keep this in mind as you transition from your traditional way of working to an entirely activity-based working environment.

This is going to be a learning experience for everyone in the office. But with the data and information gathered using technology, you can use the insights to learn and develop everyone’s mindset and behavior, just as much as you keep developing your workplace design. The goal is to learn, adjust, and grow until success.

In a word, this shift means thinking thoroughly about the daily behavior of your employees and using this information to create a working environment that provides productivity and satisfaction at minimal costs. As such, aim to build settings that meet your employees’ personal and professional needs. Go beyond offering cafeterias and kitchens by turning these spaces into productive areas for work.

Don’t Underestimate Anything in an Activity-based Working Environment

Your furniture is an active item in your activity-based working environment because it allows you to accommodate the needs of your employees. An excellent example is an open space built to accommodate a lounge area, standing tables, a communal table, and a phone booth.

Each setting requires a unique set of furniture to meet their primary purpose, even though they all share the same open room. Your signage is also crucial because it advances the behavioral cues of your employees, thus, ensuring every activity setting is used for the right reason.

Signs set the right expectation, which, in turn, help maximize the amenities in a workplace and the employee experience. You must monitor the utilization of your workspace using technology and people. For example, monitor how employees use each setting and record this information.

You can use this data to change your activity-based work settings to fit your employee needs better. A good example would be adding signage to make navigation straightforward from one setting to another.

Examples Of An Activity Based Working Environment

Workspaces For Individuals

Instead of the traditional individual desk working model, an activity-based working environment offers numerous individual work settings that focus on one person’s privacy through shared desk spaces, individual carrels, or a single focus room. These spaces meet the needs of individual employees.

Open Lounges Or Collaborative Spaces

This is an activity set designed to encourage teamwork and collaboration amid comfort. A collaborative space can be in an enclosed room with a whiteboard and furniture you can move or an open space with seating arrangements in a circle. Lounges are specially made to offer a mix of comfort and productivity, making them the perfect spaces for employees to chitchat, work individually, collaborate, or relax.

Project Rooms

These are quiet rooms and meeting rooms where no noise or minimal noise is allowed. Meeting rooms are especially important in an organization because of their versatility. But with a project room, you can make it small for a few people with video conferencing tools and a whiteboard.

Café Area

Café areas are also open café workspaces based on designing and choosing furniture. For instance, you can include a small lounge in your café area, tallboy tables for quick meetings, or banquette seating options.

Private Rooms And Phone Booths

Private rooms work best for meetings or HR–employee meet-ups, while phone booths provide a space where employees can take calls privately and quietly.

The Shift to Activity-based Working Starts With The Mind

As a leader, your focus should be on employee needs. Once you know your employees’ needs, empower them and trust them to deliver. This starts with a change in mindset, especially because the traditional work culture demands a rigid workplace environment.

It will not be easy to watch your employees chatting in the lounge area at 10 am when you are worried about targets and responsibilities. Nonetheless, if you can accommodate remote employees, you can accommodate an activity-based working environment.

You also need to invest in IT and training to get the entire organization on this new culture. Grow with agility, flexibility, and your employees in mind. Enhancing your efficiency and productivity through an activity-based working environment will increase your bottom line.

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Zoom just made a big move. It’s not just another feature rollout or a product tweak — it’s a full rebrand. From here on out, they’re Zoom Communications. Why? To show the world they’re not just a video meeting tool anymore — they’re a key player in the future of hybrid work, powered by AI.

For companies like Kadence, this is exciting. We share that same vision. Hybrid work, enhanced by AI, isn’t just the future — it’s what’s happening right now.

This isn’t just a marketing refresh for Zoom — it’s a reflection of the growing need for better collaboration in today’s hybrid, fast-paced work environments. While Zoom excels as a video collaboration app, Kadence is purpose-built to tackle the broader operational challenges of hybrid work. Together, our platform complements Zoom, creating a comprehensive solution that empowers teams to work smarter, wherever they are.

Why Zoom Matters for the Future of Work

Let’s rewind a little. Back in 2020, Zoom became a lifeline for millions of people suddenly working from home. (Did you know Zoom went from 10 million daily meeting participants in December 2019 to over 300 million in April 2020?) But times have changed, and so has Zoom. The rebrand to Zoom Communications is a statement: they’re not just about video calls anymore. They’re responding to need for hybrid work.

Now, they’re focused on delivering a suite of AI-powered tools to make hybrid video communication seamless. This evolution signals something bigger that Zoom have realized. Hybrid work isn’t just about where we work. It’s about how we work. And companies like Kadence and now Zoom are building the tools to help businesses thrive in this new reality.

The Team Behind the Vision

Zoom’s evolution into an AI-driven hybrid work platform is powered by a leadership team that understands innovation and the challenges of modern work.

At the forefront is CEO Eric Yuan, the visionary who founded Zoom. Yuan has long championed the transformative power of hybrid work, saying:

“Hybrid work is about flexibility and empowerment, and our goal is to build tools that make this not just possible, but seamless.”

Zoom’s Chief People Officer, Matthew Saxon, is also instrumental in shaping their hybrid work strategies. Saxon has been a strong advocate for flexible internal policies, ensuring Zoom practices what it preaches. Reflecting on hybrid work at Zoom, Saxon explains:

“Having the right technology that supports both is vital in fostering relationships in a hybrid environment.”

Zoom Puts AI at the Center of Work Transformation

Hybrid work isn’t just about connecting over video — it’s about making sure every aspect of flexible working is practical and seamless. That’s why Kadence offers a complete hybrid work solution, designed to tackle the logistical challenges of managing teams across multiple locations.

Here’s how Kadence supports hybrid work:

• Desk Booking and Room Management: Ensure employees have the spaces they need when they’re in the office, with intuitive tools to reserve desks, meeting rooms, and other shared resources.
  
  
• Team Scheduling: Make it easy for teams to plan their in-office days, fostering collaboration when it’s needed most.
  
  
• Analytics and Insights: Gain valuable data on space usage, team attendance, and hybrid work patterns, helping businesses optimize their office spaces and strategies.
  
  
• AI-Driven Coordination: Kadence simplifies hybrid logistics, from suggesting the best in-office days for teams to ensuring the right resources are available—all powered by AI.

Kadence provides businesses with the communication tools they need to streamline operations and maximize the value of video calls, making it an essential part of any flexible work strategy.

Zoom’s new AI features are a great complement to tools like Kadence, helping teams enhance communication and collaboration. With meeting summaries, actionable insights, and smarter collaboration features, Zoom makes video meetings more efficient and ensures everyone stays aligned.

Together, tools like Kadence and Zoom form a powerful hybrid ecosystem. Kadence takes care of the planning, scheduling, and logistics, while Zoom enables clear and effective video communication—ensuring your hybrid teams can work smarter, not harder.

What the Zoom Rebrand Means for Hybrid Work

At Kadence, we have been helping customers make hybrid work for them for the long term. We know that hybrid work isn’t just a trend — it’s how modern businesses operate. The challenge? Making it effective. It’s not enough to have people working from anywhere; they need to be able to collaborate, communicate, and feel connected.

Zoom Communications recognizes this. They’re no longer just enabling remote work—they’re seeing how hybrid offers better success than remote work and what hybrid work can look like when it’s done right. Their rebrand reflects a deeper understanding of what businesses need to succeed: tools that adapt to people, not the other way around.

How the Zoom Rebrand Impacts Businesses

For organizations everywhere, this rebrand is a signal: the way we work is changing – and companies like Zoom are catching up to the emphasis on hybrid and AI. Companies that invest in AI-driven tools now will be the ones leading the charge. The days of clunky workflows and endless meeting fatigue are over.

Zoom’s pivot also highlights something every business should consider: hybrid work isn’t just about flexibility — it’s about creating an environment where everyone can do their best work, no matter where they are.

According to a 2023 McKinsey report, organizations that effectively adopt hybrid work models see increases in productivity, employee satisfaction, and even retention rates. The key is having the right tools — and Zoom is betting big on being one of them.

Building the Future of Hybrid Work Together

At Kadence, we have championed this ethos since our inception. We believe hybrid work isn’t just a box to check — it’s a strategy that can unlock incredible potential.

While Zoom focuses on video communication, Kadence tackles the scheduling and logistics. Our AI-driven scheduling and space management tools make hybrid work practical. Need to coordinate who’s in the office? Done. Want to make sure your meeting spaces are optimized? Easy.

Together, tools like Kadence and Zoom create a powerful hybrid ecosystem — one that’s built to support teams, foster creativity, and drive results.

The Bottom Line

Zoom’s rebrand isn’t just a new logo or a snazzy name change — It’s a shift toward the future. Hybrid work, powered by AI, is no longer optional for businesses that want to stay competitive.

But here’s the thing: no single tool will solve it all. It’s about creating a stack of solutions that work together to make hybrid work, well, work. That’s where platforms like Zoom and Kadence come in.

So, as we head into 2024, ask yourself: Is your business ready for the next phase of work? Because the future’s already here — and it’s hybrid, AI-driven, and full of opportunity.

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Hybrid work is no longer just a buzzword—it’s how many of us work today. Combining the best of in-office collaboration with the freedom of remote work, this model is reshaping the workplace. But making hybrid work successful requires more than just setting up Zoom links and hot desks—it’s about building a system that benefits both employees and businesses.

Let’s dive into what hybrid work really is, why it works, and how to make it happen.

What is Hybrid Work?

At its core, hybrid work means employees split their time between the office and wherever else they’re productive—home, a coffee shop, or even a coworking space.

There’s no one-size-fits-all approach, but here are the most common setups:

Why Are There So Many Versions?

Flexibility is key. For some teams, daily in-office collaboration is essential. For others, asynchronous workflows and remote independence rule. Hybrid work adapts to organizational needs while still prioritizing flexibility for employees.

Our customers across the world use a variety of different hybrid work models.

Pro Tip: Start by surveying your team to determine which hybrid model fits best. Every company and workforce is unique.

The Pros of a Hybrid Work Model

Hybrid work isn’t just a nice perk—it’s a win-win for employees and employers. Here’s why it’s catching on:

1. Boost Productivity: People work best in different environments. Some thrive in bustling office settings, while others find their groove in a quiet home workspace. Hybrid work lets employees pick the setting that works for their task at hand—brainstorming in the office, deep focus work at home.
   
   
2. Supports Work-Life Balance: Flexibility means employees can manage life’s demands—whether that’s picking up kids from school, scheduling medical appointments, or squeezing in a midday workout. By reducing the stress of juggling personal and professional responsibilities, employees can show up as their best selves.
   
   
3. Attracts and Retains Top Talent: The job market is competitive, and offering hybrid work is a major advantage. According to a recent Gallup survey, nearly 6 in 10 employees prefer jobs with flexible work options. Want the best candidate in Texas, New York, or Florida? Hybrid work expands your reach beyond your local city.
   
   
4. Saves Money: Hybrid work can save businesses big bucks. By reducing office space needs, companies can lower rent, utilities, and office maintenance costs. Employees also save money by cutting commuting expenses, eating out less, and spending fewer hours stuck in traffic.

Real-World Example: Dropbox embraced a hybrid model they call “Virtual First.” Employees can work from anywhere, and offices have been transformed into collaborative spaces. The result? More engagement and cost savings on underutilized office space.

The Real Talk: Challenges of Hybrid Work

Let’s not sugarcoat it—hybrid work comes with its own hurdles. Here’s what to watch out for:

1. Communication Gaps: It’s easy for remote employees to feel out of the loop when half the team is in the office. Without intentional communication strategies, teams risk siloed workflows and misunderstandings.
   
   
2. Keeping Culture Alive: Team-building can be tricky when employees are scattered across locations. Virtual happy hours are fun, but they don’t fully replace the casual conversations and connections that happen organically in the office.
   
   
3. Fairness and Equity: Not all employees have the same resources at home. Some may lack quiet workspaces, reliable internet, or the right tech tools. Additionally, there’s the risk of “proximity bias,” where managers may unconsciously favor in-office employees over remote workers when assigning promotions or projects.

Solution: Ensure remote employees have access to the same opportunities, training, and recognition as their in-office peers. Using Kadence’s tools, you can create equitable schedules that prioritize collaboration days, so everyone has the chance to connect and contribute equally. Kadence also helps teams coordinate their in-office presence, ensuring remote workers are included in key moments and meetings. Pair this with anonymous performance reviews and regular one-on-ones to foster fairness and inclusivity across your hybrid workforce.

The Numbers Don’t Lie: Hybrid Work Model Data

The hybrid work trend is booming across the U.S., with new data proving it’s here to stay:

• Nearly 30% of U.S. employees now work in a hybrid setup, and this number is growing (Gallup).
  
  
• A Stanford University study found hybrid setups can slash employee turnover by 33%, thanks to better work-life balance and job satisfaction (Stanford News).
  
  
• Companies offering flexible work arrangements are 22% more likely to see higher revenue growth than those sticking to traditional in-office policies (Business Insider).

Takeaway: The hybrid model isn’t just a “nice to have”—it’s driving business success. Companies that embrace it are positioned to outperform their competitors.

How to Implement a Hybrid Work Model

So, how do you set your team up for hybrid success? Here’s how to make it happen:

1. Set Clear Expectations: Ask key questions that ensure everyone is on the same page.
   • Which days are employees in-office vs. remote? Give them choice and ask them them to communicate this through a software like Kadence.
   • What’s the protocol for meetings—are they virtual by default?
   • How do you communicate across time zones?
     
     
2. Invest in the Right Tools: Equip your team with software and hardware that makes hybrid work seamless:
   • Hybrid Management Tool: Kadence can help you and your team find your rhythm for work.
   • Collaboration Tools: Slack, Microsoft Teams, or Asana for communication and task management.
   • Video Conferencing: Zoom or Google Meet for face-to-face interactions.
   • Cloud-Based Platforms: Google Drive or OneDrive for easy file sharing.
     
     
3. Keep It Inclusive: Adopt a “remote-first” mindset for meetings to ensure all employees feel included. For example:
   • Record meetings for employees in different time zones.
   • Use collaborative tools like Miro to level the playing field for brainstorming sessions.
     
     
4. Prioritize Well-Being: Hybrid work shouldn’t feel like “always-on” work. Encourage employees to
   • Set boundaries
   • Log off at reasonable hours
   • Take mental health days when needed.

Pro Tip: Offer stipends for home office setups to ensure employees have ergonomic and efficient workspaces.

Case Studies: Hybrid Work Best Practices

MOO

MOO embraced hybrid work to improve office utilization and foster collaboration. Using Kadence’s tools, they identified patterns in workspace usage and optimized their spaces to support team collaboration while reducing overhead. Learn more about MOO’s success here.

Trip.com

Trip.com’s hybrid work experiment led to incredible results. Employee satisfaction soared, productivity increased, and the company saved millions in operational costs. Read the full story here.

GWI

GWI leveraged hybrid work to unlock productivity and improve employee engagement. By adopting Kadence, they empowered teams to coordinate in-office schedules efficiently, boosting collaboration while maintaining flexibility. This led to increased employee satisfaction and seamless collaboration between remote and office-based workers, proving that a well-executed hybrid model can foster both connection and productivity. Discover GWI’s hybrid work journey here.

Wrapping It Up: How Kadence Can Help You Succeed

Hybrid work isn’t just a trend—it’s the future. Done right, it can supercharge productivity, support well-being, and attract the best talent. But getting there takes the right tools, strategies, and insights.

That’s where Kadence comes in. Kadence helps companies unlock the full potential of hybrid work by offering:

• Workplace Scheduling: Simplify desk booking, team schedules, and meeting room reservations with an easy-to-use platform.
  
  
• Analytics and Insights: Use real-time data to optimize office space, improve collaboration, and reduce costs.
  
  
• Employee Empowerment: Kadence makes it easy for teams to coordinate schedules and choose the best work environments for their tasks.

With Kadence, you can overcome the common pitfalls of hybrid work—like communication gaps, culture challenges, and inefficiencies—and create a system that works for everyone.

Ready to make hybrid work a success for your team? Let Kadence guide you into the future of work.

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Elon Musk and Vivek Ramaswamy’s recent advocacy for federal employees to return to the office full-time has sparked conversations about the future of work. In a recent post on X (formerly Twitter), Musk shared his perspective, claiming that remote workers are “just pretending to work.” His comments highlight the ongoing debate about workplace dynamics in a rapidly changing world.

While the call for in-office work may resonate with some, the realities of today’s workforce suggest a more nuanced approach is needed. Companies that have embraced hybrid work models, including many of our customers, are finding success through flexibility and thoughtful balance.

Here’s why mandating a full-time return to the office could present challenges for federal employees:

The Scale of the Mandate: How 2.2 Million Federal Employees Are Affected

Top talent has options, and they know their worth. In a competitive labor market, forcing employees into rigid work environments risks alienating the very people organizations can’t afford to lose. A 2022 study by McKinsey found that flexibility was a top three reason employees chose to leave their jobs.

Workers value autonomy—whether that’s deciding where they work, how they manage their schedules, or finding the best balance for their personal lives. Removing that autonomy signals distrust and a lack of adaptability, two qualities that top performers are unlikely to tolerate.

Forcing RTO isn’t just a battle over location—it’s a battle over culture. Do you want a culture that respects employees’ needs and empowers them to do their best work? Or one that prioritizes optics over outcomes?

What Productivity Looks Like in Federal Agencies Post-COVID

Let’s talk data. Studies consistently show that forced RTO policies often yield poor results. A 2023 Gallup survey found that fully remote and hybrid employees reported higher engagement and lower burnout compared to those working exclusively in the office.

The productivity argument also doesn’t hold water. According to research from Stanford, remote employees are, on average, 13% more productive than their in-office counterparts. They also report higher job satisfaction and are less likely to leave.

These are not marginal gains. They represent a fundamental shift in how work gets done. Ignoring these insights isn’t just shortsighted—it’s bad business.

What Happens to Office Space After Federal Employee Return to Office Mandates?

Forcing federal employees back into the office raises another question: what about all that extra office space? During the pandemic, organizations rapidly adapted to remote work, leaving billions of dollars in commercial real estate sitting underutilized.

Imagine the opportunity here. Instead of stubbornly clinging to the “old normal,” agencies and companies could repurpose or sell excess office space. Doing so could save taxpayers money and free up prime real estate for housing or other uses.

For private companies, downsizing office footprints has already become a cost-cutting strategy. It’s time for federal agencies to follow suit, rather than doubling down on outdated models of occupancy.

The Challenges of Motivating Federal Employees to Return to Office

In the private sector, employees often share in the upside of their contributions—through stock options, performance bonuses, or other incentives tied to the company’s success. This creates a direct alignment between individual effort and organizational outcomes, fostering motivation and a sense of ownership.

But in government roles, this dynamic is missing. Federal employees don’t receive equity or financial incentives linked to organizational success. Instead, their compensation is fixed, regardless of how well the agency performs.

Nicholas Bloom, a Professor of Economics at Stanford University and a leading authority on workplace practices, outlines the risks of enforcing a rigid return-to-office policy:

“A huge challenge is also how will the Federal government enforce this? As the Romans long noted, a ‘bad law is an unenforceable law.’ In this case, they face problems from unions threatening mass legal challenges, lack of IT systems to monitor who is in the office, and lack of support from middle managers. With most middle managers presumably against the 5-day RTO, they will have a Swiss-cheese policy, with holes everywhere and exemptions the norm. This is going to create chaos, inequality, and a massive hit to culture. This will get so bad maybe 10% of the employees will quit—which I think is their plan—but the remaining 90% will be hugely demotivated. That seems like a poor way to execute on their visions for new government policy.”

This makes flexibility even more critical. If government leaders want to attract and retain top talent—especially those who could easily transition to the private sector—they need to think beyond traditional incentives. Offering flexibility is one way to bridge the gap, providing a perk that doesn’t cost extra taxpayer dollars but delivers significant value to employees.

I spoke to host of WHAT’S YOUR WORK FIT? Dan Smolen about how Musk’s mandate could affect the larger Washington DC economy and community.

The Invisible Hours: What You’ll Gain in Hybrid Environments

Hybrid work environments don’t just offer flexibility—they also unlock hidden productivity. Parents who can log on while their kids are napping, employees who catch up on emails during sick days, or night owls who get their best ideas after hours—all of these moments contribute to a richer, more dynamic workday.

By forcing employees into rigid 9-to-5 schedules, organizations lose the invisible hours—the time employees willingly give when work is no longer constrained by location. Hybrid work isn’t just about working from home; it’s about designing a system where employees can contribute their best at the times and places that work for them.

Elon Musk’s claim that remote workers are “pretending to work” misses this entirely. It assumes that productivity is a direct function of presence, which anyone who’s ever sat through a two-hour status meeting knows isn’t true.

What’s the Alternative to a Return to Office Mandate?

So, what’s the solution? It’s not rocket science (pun intended). The answer lies in embracing hybrid models that prioritize outcomes over optics.

• Trust and autonomy: Let employees decide how and where they work best.

• Rethink office space: Use the office as a collaborative hub, not a daily destination.

• Measure impact, not attendance: Focus on results, not hours logged in a cubicle.

As Brian Elliott, executive adviser and coauthor of How the Future Works, points out, “Elon and Vivek have said the quiet part out loud about return-to-office policies: they’re designed to make people quit. Unfortunately, it’s unlikely to be the right people or for the right reasons. The smarter move would be to shed excess real estate and focus on accountability and performance, not outdated mandates. The damage done by forcing out dedicated civil servants, including veterans, women, and military spouses, will be felt by everyone who relies on them for health and safety—essentially all of us.”

Elliott expands on this idea in his recent MIT Sloan article, emphasizing the importance of flexible work in meeting both organizational goals and employee needs.

Organizations that get this right—like Trip.com, which saw significant gains from embracing hybrid work—are already reaping the benefits. They’re attracting top talent, saving money, and driving innovation. Forcing RTO may feel like a return to stability, but it’s really a step backward. The world has changed, and clinging to old ways of working isn’t just stubborn—it’s bad strategy.

Let’s learn from the companies thriving in this new era of work and leave outdated ideas where they belong: in the past.

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San Francisco—a city synonymous with innovation, diversity, and iconic landscapes—has long been a hub for some of the world’s most influential companies. But as we move into 2025, the workplace landscape in this vibrant city is undergoing profound changes. The shift toward hybrid work, the demand for flexible spaces, and a renewed focus on employee well-being are reshaping what it means to work in the heart of the Bay Area.

Reading CoroNet Global’s CoreNews, I was inspired by Melissa Myers, Head of Global Workplace and Safety at Okta, and her reflections in her love letter to San Francisco. What is changing specifically in the Bay Area and what can the rest of the world look to when thinking about the future of work?

The Evolving Definition of Work

The pandemic was a turning point, forcing businesses to rethink traditional office setups. Today, the concept of a nine-to-five at a fixed desk feels as outdated as dial-up internet. Companies headquartered in San Francisco—whether tech giants or agile startups—have embraced hybrid work models as more than a temporary solution. This shift aligns with the city’s legacy of adaptability and its employees’ call for greater work-life balance.

Businesses now understand that flexibility isn’t just a perk; it’s a competitive advantage. Organizations like Okta exemplify this evolution, where office spaces are being transformed into destinations that foster collaboration and creativity while offering remote work capabilities that keep employees connected regardless of location. At Kadence, we’ve seen firsthand how such models enhance productivity, streamline teamwork, and boost employee morale.

The Role of Physical Workspaces

Physical workspaces in San Francisco are no longer just functional environments; they’re strategic assets. The new era of office design takes inspiration from the city’s eclectic culture and natural beauty—from lush parks to historical landmarks. This design ethos is embodied by Okta’s “Commons” project, which transformed its 13th floor into a tribute to San Francisco’s unique neighborhoods and spirit.

These thoughtful transformations cater to various work preferences, incorporating everything from collaborative meeting rooms to quiet zones for deep focus. By integrating elements that celebrate the local culture, such workspaces become more than just places to work; they evolve into hubs that foster a sense of community, pride, and belonging.

The Transformative Impact of AI

San Francisco’s resurgence as a tech hub is not only about redefining workspaces but also about the transformative impact of artificial intelligence. Once considered to be waning in appeal, the city is experiencing a revival driven by a booming AI sector. Companies like OpenAI, Anthropic, and Stability AI are scaling rapidly, reinvigorating the local economy and attracting a highly skilled workforce back to the Bay Area. This surge in AI development has led to a tangible increase in office occupancy and has spurred a new wave of innovation within the tech culture.

Many professionals who left San Francisco during the pandemic, assuming remote work would be a permanent norm, are now returning due to the growing need for in-person collaboration emphasized by leading AI companies. The energy surrounding AI has reignited a sense of purpose in the city’s workspaces, drawing tech talent eager for career growth and proximity to the industry’s forefront. This “AI boom” is not just a technological shift—it’s reshaping the city itself by rejuvenating neighborhoods, supporting local businesses, and transforming office spaces into collaborative environments that fuel innovation.

The resurgence underscores a shifting sentiment: being physically present in a city renowned for idea exchange and collaboration is once again seen as an advantage. AI is playing a pivotal role in fostering a hybrid work culture that marries remote capabilities with the in-person synergy unique to San Francisco.

The Intersection of Culture and Technology

San Francisco’s workplace culture has always been a confluence of human creativity and technological ingenuity. Today, technology underpins the hybrid work model, enabling seamless communication and collaboration. Platforms like Kadence are bridging the gap between in-office and remote teams, ensuring that work gets done efficiently regardless of physical boundaries.

Advanced scheduling tools, space reservation systems, and data-driven insights are helping companies better manage their hybrid workforce. These tools not only optimize space utilization but also foster a workplace culture that values flexibility and adaptability—a true reflection of San Francisco’s pioneering spirit.

Challenges and Opportunities Ahead

Despite the positive momentum, the journey is not without its challenges. The high cost of living, fluctuating real estate prices, and competition for talent continue to put pressure on employers. Companies must navigate these hurdles while maintaining the benefits of in-person collaboration and remote work flexibility.

However, with challenges come opportunities. The move toward hybrid and flexible work arrangements presents companies with a chance to redefine their value propositions and distinguish themselves as employers of choice. By designing work experiences that prioritize employee well-being, businesses in San Francisco can attract top talent and retain their best people—something critical in the ever-competitive market.

The Road Ahead

As we look to the future, one thing is clear: the state of the workplace in San Francisco is not static. It’s dynamic, constantly adapting to new realities and expectations. Companies that embrace this change, invest in their physical and digital workspaces, and listen to their employees will continue to thrive.

At Kadence, we are committed to helping organizations navigate this landscape. Whether it’s through optimizing office schedules, facilitating team collaboration, or ensuring seamless remote work experiences, we believe that the future of work is about finding the perfect balance—a cadence—that works for everyone.

San Francisco will remain a beacon of innovation, and its workplaces will continue to set the standard for how cities around the world adapt to the ever-changing world of work.

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The Washington Post is making headlines with its plan to bring all employees back to the office five days a week by June 2025, ending a four-year run of hybrid work that’s been widely seen as successful.

The Washington Post Guild, which represents the editorial team, isn’t having it. They called the policy “inflexible and outdated”

The Washington Post Guild, an employee union, which called the policy “inflexible and outdated.”

“Guild leadership sees this for what it is: a change that stands to further disrupt our work rather than to improve our productivity or collaboration,” the guild said in a statement.”

The Sudden Shift from Hybrid Work Models

For four years, the Post has thrived on a mix of in-office and remote work. Employees got used to a flexible setup, balancing productivity with digital collaboration. The Guild made it clear this sudden return-to-office shift overlooks just how well these hybrid models have worked and how important they’ve been for work-life balance.

Employees Aren’t Thrilled About Going Back Full-Time

The Guild is raising alarms about the new policy, pointing out that it doesn’t take into account the different needs of employees. A lot of people have built their routines around the flexibility hybrid work offers.

“This could disrupt our work more than it helps productivity or collaboration,” they said. And they’re not alone—across many industries, employees are making it clear that flexibility is crucial for job satisfaction.

The Risks of a Full Return-to-Office Mandate

Mandating everyone to come back full-time could backfire. An Owl Labs survey recently found that 47% of workers would consider quitting if they were forced to return to the office full-time.

For media companies like the Washington Post, where talent is everything, these policies could lead to losing key staff and make it tougher to attract new talent.

Lessons from Dell and Starbucks

The Post isn’t the first to face this issue. Dell and Starbucks have gone down this road, too.

Dell saw employee dissatisfaction and turnover spike when it enforced strict return-to-office policies. Starbucks got hit with backlash when it seemed like execs were skipping out on the office mandates that other staff had to follow.

The Upside of Hybrid Work

We’ve seen plenty of evidence that hybrid work boosts collaboration and productivity. A Gallup study found that 35% of hybrid workers are engaged, compared to 30% of on-site workers.

By giving employees the choice to work where they’re most productive—whether that’s at home for focused tasks or in the office for teamwork—companies can improve overall performance.

Flexibility Is a Winning Strategy

In today’s work environment, flexibility is a huge competitive edge. Companies that lean into hybrid models attract top talent, keep employees happier, and spark more innovation.

The Washington Post has a chance to set a positive example—showing how a renowned organization can move forward with modern work practices while staying true to its values and keeping operations running smoothly.

The Guild’s response is a reminder that dialogue between management and employees is vital. By having honest conversations and understanding what employees need, companies can create work models that meet business goals and support employee well-being.

As other companies have found, one-size-fits-all solutions don’t always work.

At Kadence, we know that flexibility and adaptability are the bedrocks of a thriving workplace. Tapping into the power of hybrid work helps create environments where people flourish and businesses succeed.

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