The 8th annual MAD World Summit

Ryan Jans, Regional Head of Leasing at WeWork, is talking about one of the hottest, most controversial topics at this year’s Watercooler Event: the return-to-office mandate.

To him, this is a culture issue that is not going to be resolved by a mandate and, at the heart of success, lies an employer’s ability to foster connection and community in communal spaces. This ties in perfectly with the Mental Health Awareness Week, which runs from 12th – 18th May, and this year has the theme of ‘community’.

(Ryan will be speaking on about ‘Prioritising moments over mandates – why the future of work is driven by intention’ on Day 1 of the Watercooler Event, on 7th and 8th May at ExCel, London. For more information, see the foot of this article)

Coming from a real estate background rather than health and wellbeing, he gives us his unique perspective on the topic and his predictions for where progressive employers need to be aiming, in terms of the office space being a force for collective good.

We talked to him ahead of his appearance at The Watercooler…

You’re talking about the return to office debate. Tell me about that…

Honestly? It feels like a lot of people are regurgitating the same arguments. I actually think we’re having the wrong conversations. They are too binary.

What should we be talking about?

Office purpose. That’s the piece that seems to be missing. Covid forced us to rethink what the office is for. But that was half a decade ago, yet we are still having a debate about ‘returning to normal’. If you are still pushing for the world to ‘go back’, you are wasting your time. When it comes to the office space, some are getting it really right, and some are lagging behind. And I don’t think it has anything to do with back-to-work mandates.

What do you think offices are for now? Which companies would you say are ‘getting it right’?

The companies that are leading the way are those that understand the office now needs to be a place that people want to go to, a ‘destination workplace’.

These offices are full of great amenities that encourage collaboration, purpose and engagement. But even today, that’s also not enough. Nobody wants to show up to a shiny, well-designed office that is only 40% full, where you’re jumping on a Zoom call because most of the team isn’t there.

So, we need to go one step further. The office needs to have intention. It should foster a community where people feel like they are part of something bigger. When it’s done well, the impact is remarkable.

So how do you create community and these kinds of purpose-driven spaces?

I work with thousands of businesses all over the world, helping them rethink how they engage with their employees in our spaces. Sure, free breakfasts and lunchtime yoga classes might get people through the front door, but that’s not what builds a community.

Presence is important, but only when it’s tied to intention and connection. When I talk about intention, I’m talking about purposeful ‘micro moments’ in the day that are intentionally designed to bring people together, that may facilitate brainstorming, or bolster company culture – it’s the secret ingredient to feeling like workers belong, they’re part of a team, they have social relationships with colleagues and friends. We’re social creatures, and if all you’re focusing on is how many people show up to the office, you’re missing the point.

Can you give me an example of this?

Absolutely. Take our team in Singapore, they’ve implemented a daily lunch hour where everyone shuts down their laptops, heads to the pantry, and just chats about life. This can be about work, family, weekend plans, whatever. It’s been amazing to see how this simple change has brought the team closer and made them feel more aligned and connected.

Do you think, from what you’ve seen, there is an ‘ideal’ number of days to work at home and the office?

Honestly, as cliché as it is, there is no one-size-fits-all answer, because every business has its own culture, needs and priorities. That being said, we are definitely seeing a trend toward the formalisation of hybrid working, where teams come together on specific days, usually about three days a week.

Can you tell us about any companies who you think have got it right?

Currys is a great example. They were located on the outskirts of London, but they made the bold move to a more central, high-quality space that is designed for connection and productivity. They leverage their office space to bring central teams together, improve corporate efficiency but also build that invaluable community and culture. And it’s paying off.

How can you measure the ‘success’ of a space?

As other experts in the industry will know, measuring ROI in office spaces has become a lot trickier. Five years ago when you were having a real estate discussion, it was generally with the Head of Corporate Real Estate or the Chief Financial Officer looking at numbers and statistics. Today, it’s more common to see the Head of People or HR involved in these conversations, who are responsible for keeping a pulse on how employees are feeling, and what their overall experience is like.

It’s less about hard metrics  like badge swipes, and more about staff churn, NPS scores, and listening circles and surveys that tap into how happy employees are actually feeling in the office.  Why? Because the value of coming in should outweigh the cost of commuting.

How do Curry’s measure the success of their space?

They take a close look at how their space is being used, tweaking work models, adjusting layouts, and finding ways to make things more engaging. They also check in with employees through surveys to see how everyone’s feeling. Curry’s is a great example of a company that really gets their workforce. The feedback has been positive, and their office utilisation is very strong.

How does a diverse workforce play into the role of the overall workplace experience?

The connection and community of an office can build relationships with like-minded individuals, and also people that have a completely different background or lifestyle to you. The power of this cannot be overstated. At the office, work projects, deadlines, tasks create a shared interest and a goal to hit. There’s a sense of togetherness, and it’s the role of the workplace to facilitate this connection.

Something I have noticed is a widening gap between generational workers. We’re seeing younger generations pushing businesses to be more thoughtful about managing the psychological contract that exists between a worker and a workplace, and they’re not afraid to call businesses out on it. My view is, let’s open the lid on these conversations. It’s incredibly important to figure out ways to move forward and innovate.

What do you think will be the big trends regarding workplaces over the next year?

Like I said earlier, I think we’re going to continue to see the formalisation of hybrid work; a continued shift from an unstructured to structured model. It’s true that certain industries and professions will need to come together 5 days a week, but the majority of industries will figure out and land on a hybrid set up that works for them.

Also, I think younger workers will start flocking back to central hubs in big cities. They’re craving culture, energy, and a huge range of opportunities to socialise that you can only really get in big cities. I can definitely see that becoming a big trend.

What are you most looking forward to at The Watercooler Event?

I’m looking forward to hearing other experts talk about how they are thinking about the future of the office, and the trends they’re seeing firsthand. We’ve made so much progress as an industry, but the world of work is changing fast, and so is the office. We’re all constantly coming up with new ideas and fresh perspectives, so it’s exciting to be part of that.

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You can hear Ryan speak at The Watercooler Event, which takes place on 7th and 8th May 2025 at ExCeL in London, which is Europe’s leading trade show, with free-to-attend content, dedicated to creating workplaces that empower both people and business to thrive. 

You can find out more and register to attend here.

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Leading through change: 9 ways free sessions at The Watercooler and The Office Event will equip you for what’s next

As The Office Event 2025 fast approaches, we’re celebrating the inspiring companies that are transforming workspaces through design, technology, and wellbeing. From acoustic pods and plant-filled interiors to AI-powered feedback platforms and dynamic office furniture, our exhibitor spotlight series has introduced some of the most forward-thinking brands in the industry. Here’s a round-up of the spotlighted exhibitors you’ll find at ExCeL London, 7th and 8th May.

Nook – Human-centred design for healthier spaces

Nook’s innovative pods are redefining the role of space in supporting wellbeing, focus, and neuroinclusion. Whether in hospitals, shopping centres, or offices, these modular, acoustic spaces create calm in the chaos. In Dorset’s new hospital, beach-hut-coloured pods are already helping visitors and staff find moments of comfort. Meanwhile, at Frenchgate Shopping Centre, Nook’s collaboration with Autism Plus has created a sensory-friendly stop designed to support neurodivergent individuals.

Certified as sensory-friendly by IBCCES, Nook’s pods are a practical and inclusive solution for the modern workplace—providing quiet zones, wellness retreats, and collaborative nooks wherever they’re needed.

Work With Island – Serenity in the workplace

Work With Island creates modular, soundproof booths and meeting rooms that eliminate distractions and support focused work in busy, hybrid environments. Made from sustainable materials like recycled clothing, their booths are quick to install, ISO-certified for sound insulation, and designed to blend effortlessly into any workspace.

Whether for one-on-one calls or team huddles, Work With Island’s acoustic solutions empower productivity and peace of mind—giving employees the freedom to focus without leaving the office.

Branded Biophilia – Bringing nature into the workplace

Branded Biophilia is transforming offices with nature-inspired, sustainable designs. From moss walls and plant installations to eco signage and upcycled flooring, their biophilic solutions enhance air quality, mental wellbeing, and employee happiness.

Their fully branded, end-to-end design service supports everything from bespoke plant displays to large-scale green refits—helping companies meet their ESG goals while creating vibrant, healthy workspaces.

WeWork – The future of flexible work

A pioneer in coworking, WeWork offers over 45 million square feet of flexible workspace globally, serving everyone from startups to global enterprises. Their people-centric environments are designed for collaboration, creativity, and wellbeing.

At The Office Event, WeWork will showcase how their dynamic workspaces can be tailored to meet your company’s evolving needs—through customisable layouts, sustainability initiatives, and a thriving community model that supports business growth.

The Employee Experience Project – Shaping thriving cultures

This initiative helps organisations transform workplace culture with practical tools, expert input, and hands-on support. Grounded in behavioural economics and positive psychology, The Employee Experience Project has helped hundreds of companies create cultures that boost engagement, retention, and commercial performance.

Working closely with HR teams and leadership, the project provides a roadmap to turn cultural goals into everyday practices—ensuring that workplace experience becomes a shared business priority.

Gresham Furniture – Inclusive, innovative furniture design

Gresham Furniture stands out with its 360-degree in-house product development—from concept to manufacturing. With a strong focus on inclusivity, they’ve designed the Kulture Rox chair to support neurodivergent individuals, offering a soothing rocking motion that helps regulate sensory input.

Other highlights include the Sound Station chair, the first with built-in Apple AirPlay and Bluetooth, and the Mirage Hutches—private, calming spaces within open offices. Gresham’s approach combines functionality, style, and accessibility, making modern workspaces more supportive for everyone.

Interaction – Inspiring office design that delivers

Interaction has spent over 30 years crafting offices that engage, inspire, and retain top talent. With their motto “Perfection at Pace”, they deliver design and fit-out services that prioritise culture, creativity, and flexibility.

Their people-first spaces are designed to reflect brand identity while supporting a range of working styles. Whether it’s for ambitious businesses or forward-thinking landlords, Interaction’s office environments are built to help people and organisations thrive.

Oktra – Designing human-centric, sustainable workplaces

A certified B Corp, Oktra combines design expertise with a strong sustainability ethos to build future-ready workspaces. Their “No Boundaries” approach merges cutting-edge tech, deep client collaboration, and creative thinking to support long-term business goals.

While Oktra won’t have a physical stand at the event, they’ll be on-site to meet with buyers and discuss how they can bring transformative office solutions to life—from design concept to delivery.

Future of the Office – Strategy-driven workplace transformation

Future of the Office specialises in creating agile, employee-centric spaces for the Knowledge Era. By blending stakeholder input, cultural alignment, and flexible design, they help organisations turn the workplace into a strategic asset.

Their work spans leadership alignment, sustainability, and inclusive environments—all delivered through a lens of innovation and adaptability for hybrid work.

Audiem – Unlocking employee insights with AI

Audiem uses AI to turn employee feedback into actionable insight. Their platform captures unstructured data—from surveys to helpdesk tickets—and translates it into meaningful themes, sentiment analysis, and recommendations.

With multilingual support and intuitive dashboards, Audiem empowers organisations to listen deeply and act effectively—giving voice to every employee and driving measurable improvements in workplace experience.

Workplace Geeks Podcast – Bridging academia and business

Hosted by Chris Moriarty and Ian Ellison, the award-winning Workplace Geeks podcast explores cutting-edge workplace research with the experts behind it. With each episode diving into methodologies, findings, and real-world impacts, the podcast creates a space where academia and business meet.

It’s a must-listen for anyone interested in what truly shapes the workplace—from employee value to organisational performance.

deskbird – Simplifying hybrid workplaces

deskbird is an intuitive workplace experience platform that empowers teams to manage hybrid work schedules with ease. With features like desk booking, office visibility, and smart integrations, deskbird helps organisations optimise space usage and reduce costs.

Backed by major clients like Heineken and UNICEF, and fresh from a $13M Series A round, deskbird is one of Europe’s fastest-growing SaaS startups—helping companies build people-first hybrid workplaces.

Layrd Design – Sustainable, immersive interiors

Layrd Design is an award-winning studio creating interiors that captivate and connect. From workplaces to retail and wellness spaces, their designs are rooted in sustainability, functionality, and community relevance.

Offering full design-and-build services, Layrd ensures seamless delivery and striking results—making spaces that feel both innovative and personal.

Funky Yukka – Greenery that transforms workspaces

Funky Yukka has been greening up offices for over four decades, using real and artificial plants to boost morale, wellbeing, and air quality. Their interior landscaping services cover everything from custom displays to full maintenance, with a commitment to creativity and eco-consciousness.

With clients across the UK and beyond, Funky Yukka makes it easy to add a splash of nature—and a lot of personality—to your office.

Don’t miss your chance to meet these incredible exhibitors in person at The Office Event 2025, 7th & 8th May at ExCeL London.

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Surely it’s just common sense to know that happier workers are more productive and profitable?

This was a question I was asked by an audience member recently, when talking at an event about the sustainable business case for investing in employee health and wellbeing.

(Charlotte will be launching her white paper “The Business Case for Wellbeing and the Mindful Business Charter” at the free-to-attend Watercooler Event on 7th & 8th May in London, see foot of this article for more information).

While instinctively most people can see the innate truth in the link – especially readers on this site – it does seem that for some decision makers there is often a significant disconnect. This is  between 1) what is perceived to be the best way to run a profitable business and 2) what research – real world, reliable, and replicable research – tells us.

Risky business: pressure to remove programmes

Over the past few months it has been clear that many professionals in HR, especially those with responsibilities for DEI, have been looking at developments on the global political stage with concern.

Pressure to reduce, or even remove programmes that promote diversity and inclusion, seem to focus on the idea that they cause increased business risk, are a distraction from hard work and are somehow holding businesses back.

But these ideas do not have any basis in fact.

Throwing the baby out with the bathwater…

Conversely, it seems that organisations that follow them could end up “throwing the baby out with the bath water.”

This is why looking at the research that shows how much better businesses do financially when they reduce employee stress is so important.

Especially when viewed through a risk lens, the evidence is very clear: positive employee wellbeing can reduce needless expenditure and increase revenue when done correctly.

Legal duties and costly mistakes

Employers who want to avoid costly employee tribunals should be careful to heed advice from the Health and Safety Executive, which states that:

“Employers have a legal duty to protect workers from stress at work by doing a risk assessment and acting on it. You should assess the risk of stress, and its impact on mental and physical ill-health, in the same way as you assess other work-related health and safety risks.”

In the UK employers can be held liable for the negative impacts of stress due to the workplace in the same way as they would be for a physical workplace injury.

Stress can lead to costly mistakes

Of course, risk to the business doesn’t come just from employees who have been made unwell. Consider mistakes made by overly-stressed employees. A recent report showed that highly stressed employees are eleven times more likely to make mistakes that “miss deadlines, compromise quality or compliance standards and put their organisations at risk.”

Stress also causes lapses in ethical judgement, perhaps due to it creating a reduced ability to analyse information, or self-regulate. Almost half of respondents to a study conducted by The American Society of Chartered Life Underwriters, The Chartered Financial Consultants, and The Ethics Officer Association, admitted to unethical or even illegal acts being carried out due to job pressure.

Avoiding risky exhaustion

Business indemnity insurers are certainly taking note of these issues and making it clear that employers can “avoid significant claims by working to change its culture in ways that discourage employees from working at times when they are more prone to being exhausted or distracted.”

Considering not only the costs of rectifying mistakes, increased premiums and potential court cases, there is also the risk of reputational damage to contend with, both in terms of your reputation as an employer, and as a provider of services, if mistakes are being made that are seen to be a result of inadequate concern for wellbeing.

How to improve things

Having studied over 120 sources in a white paper that will be launched at the MAD World Watercooler event on this topic, it’s clear that businesses that prioritise employee wellbeing—by improving workplace practices, implementing preventative measures to safeguard employees, and reducing avoidable stress—not only foster healthier and more productive environments but also achieve greater profitability.

By undertaking systemic change that reduces unnecessary stress, as well as avoiding the costs outlined above, we can reduce absence, presenteeism, and burnout, while also increasing productivity, collaboration, creativity and revenue – with businesses who follow these models outperforming the stock market by 57%.

We have the “common sense” and the data to support it. We have the figures to show what happens when we don’t take employee wellbeing seriously, and the evidence to show how we can excel when we do.

All we need to do now is to join it up to make it happen.

About the author

Charlotte Clegg MSc. is a BACP registered psychotherapist with experience of wellbeing and therapy provision in many sectors including retail, corporate, and charitable sectors. She has a keen interest in research, bringing an evidence based approach to her work both in private practice, and in her work as Community Engagement Executive for The Mindful Business Charter, a charity looking to reduce unnecessary stress to create healthier more productive workplaces.

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You can hear Charlotte speak more on this topic at The Watercooler Event, on 7th and 8th May 2025at ExCeL in London, which is Europe’s leading trade show, with free-to-attend content, dedicated to creating workplaces that empower both people and business to thrive. She will be launching her white paper “The Business Case for Wellbeing and the MBC” at the Watercooler Event.

You can find out more and register to attend here.

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Global programmes: ‘first and foremost, get leadership buy-in’

Leading through change: 9 ways free sessions at The Watercooler and The Office Event will equip you for what’s next

As the modern workplace continues to evolve, a powerful new trend is gaining momentum across HR, wellbeing, and employee experience strategies: the rise of rental for flexibility.

This shift isn’t just about cost-cutting. It’s about meeting the growing demand for personalisation, autonomy, and adaptability — essential qualities in today’s dynamic work environment. Flexibility is no longer a nice-to-have; it’s becoming a core expectation from employees and a useful lever for employers seeking to optimise space, boost engagement, and stay ahead of change.

Why flexibility now matters more than ever

If you’re deciding whether flexible rentals are the right approach for your organisation, join our free-to-attend Make A Difference webinar, together with Fluid: “Flex on Demand: How Flexible Rentals Are Reshaping the Future of Work” on Wednesday 2nd July, from 10.00am – 11.00am.

You’ll learn:

• When, in the face of change, flexibility makes sense both for employees and for the bottom line
• How to optimise workplace space with flexible furniture solutions
• How to create vibrant, health-boosting environments with rented plant life
• The benefits of renting art for the workplace

Hear direct insights from industry leaders:

• Warwick Flint, Managing Director, Fluid Furniture
• Russell Edwards, Client Relations Director, Vantage Spaces
• Katie Henry, Director, Art in Offices

Who should attend:

• Workplace, Facilities and Real Estate Leaders
• Employee Experience and HR Leaders
• Wellbeing and DE&I Leaders

Register here now to explore how flexible rentals can transform your workplace experience and give your people — and your business — room to thrive.

Stella Gavinho, Group Head of Wellbeing at Entain, believes leadership buy-in is crucial to a successful global employee health and wellbeing programme, and will be talking about this on a panel at The Watercooler Event, alongside senior executives from United Airlines and Sky Television.

The Watercooler Event takes place on 7th and 8th May 2025 at ExCeL in London, and is Europe’s leading trade show, with free-to-attend content, dedicated to employee health and wellbeing.

You can find out more and register to attend here.

With more than 11 years experience at Bupa working in wellbeing roles, latterly as Head of Global Workplace Health and Wellbeing, Gavinho is well placed to talk about the challenges of global roll outs, the need for a more personalised EAP experience and moving away from ‘classic’ return on investment measures.

We spoke to her ahead of her appearance at The Watercooler…

What are the main challenges that you face, because your role is global?

Gosh, where do I start?!

There’s the challenge of: how do you scale to over 20 countries? How can you be fair with a proposition that is for 30,000 people? How can this proposition feel personalised, and relatable, no matter where you are in the world?

So, the big question – how do you overcome all those challenges?

I’m lucky because I got a lot of valuable experience from working at Bupa, which is one of the pioneers of workplace health and wellbeing.

It gave me experience of seeing this done on a large scale because they had 85,000 employees in over 100 countries.

What is that approach?

It’s about setting up a network first.

You have to have representatives all around the world, as well as team wellbeing leads in every country; typically the lead is from HR. They are responsible for setting up a community of champions and mental health first aiders to help them.

And presumably you need to make these leads feel part of the global team?

Yes. We get together on a monthly basis and decide on the topics that we will cover, and how we can land these in each country.

As I’ve been in the role 6 years now, the network is mature and we have defined, together, global standards, which everyone should attain consistently. That includes things like free therapy and access to an online gym, etc.

But there’s also a whole agenda that needs to be localised, led by this local community. But I make myself, and my team, available for consultancy if there’s anything they’re not sure about, or never done before.

We’ve been able to create a learning environment where people are learning from each other and sharing assets. 

What were the biggest challenges in setting up this network at the start?

Building momentum. At the beginning my team was very much in the centre, managing everything and bringing that momentum. Now the momentum is generated, it’s very different.

What advice would you have for any readers who are starting out trying to set up a network, with a global remit?

First and foremost, get leadership buy-in. Without that, it’s very hard to start from bottom up. It’s much easier to work top down, but sometimes that just has to be done. 

To get buy-in in every country, did you have to get a senior sponsor in every country?

Yes. I had to start from scratch in all countries.

I’d advise starting with your biggest communities and identify a leader to sponsor the programme, then take a phased approach to roll out.

What advice would you have on rolling out a global programme like this?

Don’t be too strict on your model. Our company structure is different in different countries so you need to go with the flow a bit, and go where the energy is! If there are countries asking for your programme, go with them first. Then, once you have five countries on board, you have a network. Now, get them working together and slowly add more countries.

What about differences between countries?

That’s why we really rely on the quality of our lead in each country. You need someone who is knowledgeable and has influence in the country. 

Champions can be volunteers and can be any department, any level of expertise, any level of seniority… but for your lead, you want someone who really understands the culture and has a degree of influence. You need this to create the appropriate psychological safety with your network. 

My other advice would be to meet a country where they are. In Bulgaria, at the beginning, you couldn’t say the words ‘mental health’ or people would leave the room. So, we agreed not to talk about mental health but to talk about stress instead. Then, slowly, we built on that and started to tackle the stigma.

How do you deal with the different levels that countries are at when you roll out a global initiative, in terms of messaging?

We always have some big global campaigns everyone has to do. Even if we think that it might not land in a country, we’ll do anyway. 

We also rolled out the EAP, at the beginning, everywhere, because we’re very passionate about ensuring all employees have support. We did a big campaign around that role out using all our channels, shouting about it for the first two years consistently, even though the actual utilisation at that time was tiny.

That’s what we hear a lot from many employers about low utilisation rates….

Sometimes you need to understand that you are on a journey. You’ll start having some success stories in some areas, and others which need more work. You might need to put more time and energy into some areas, and do something more customised, or hold their hands a bit longer. Then you can build confidence, using data and insights to see the real pain points around the globe that need our attention. Then it’s all about prioritising those. 

Where do you get your data from?

Different data points. We use engagement data from suppliers, including utilisation. 

When selecting suppliers you need to ask them: how can you help me prove your value? That’s one of the reasons we chose to use Unmind, which provides a more personalised service than a ‘traditional’ EAP and, as a result, we’ve seen 5 times more engagement with this service, even across countries that have more stigma around mental health.

We also have global survey. I am a big fan of that old fashioned way to get data because, for me, if you want to know something, you need to ask your people!

Do you have one provider for your global programmes?

We try but it’s not always possible.  Each country has their localised wellbeing initiatives and benefits, depending on budget and local regulations. Consistency is not always required or appropriate.

Are you cutting costs on this kind of work in the current economic climate?

My manta is that when we are in crisis, that is when we have to invest in our people because it’s people that are going to get you out of the crisis. I get that companies need to focus on their bread and butter but you can’t cut off the bakers to do that.

Any advice on getting leadership and the senior management buy-in, for things like this comprehensive study?

It was lucky because it got signed off just before industry started making some cuts.

However, I would encourage your leaders and stakeholders, as I have done, to try and move away from just return on investment. It’s very hard to do the classic calculation for ROI. I talk about return of value. For this I ask question likes: how much are our people engaged, as a result of the activity? How much do they feel their managers care about them?

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You can hear Stella speak at The Watercooler Event, which takes place on 7th and 8th May 2025 at ExCeL in London, which is Europe’s leading trade show, with free-to-attend content, dedicated to creating workplaces that empower both people and business to thrive. 

You can find out more and register to attend here.

You might also like:

Leading through change: 9 ways free sessions at The Watercooler and The Office Event will equip you for what’s next

As hybrid work becomes the norm for many organisations, it’s easy to assume that this model is always a success. However, the reality is more complex. Poor implementation of hybrid work can lead to decreased performance and disengaged employees, while a well-executed model can significantly enhance productivity, job satisfaction, and talent retention.

Understanding hybrid work and productivity

Recent research indicates that a five-day remote work model produces the highest individual productivity, with fully remote workers being 47% more productive than those who are in the office full-time. However, hybrid work—where employees split their time between home and the office—also offers strong productivity benefits, particularly when coordinated effectively.

The key distinction lies in coordinated vs. uncoordinated hybrid work. When hybrid schedules are aligned, productivity remains high, with minimal differences between those working two or three days in the office. In contrast, uncoordinated hybrid work leads to inefficiencies. Employees who should be collaborating may find themselves working in different locations, missing out on valuable in-person interactions and the productivity boost that comes with structured teamwork.

Balancing productivity with employee well-being

While productivity is a critical measure of success, it’s not the only factor organisations should consider. Employee happiness is equally important, and data shows that happiness decreases as remote work increases. Employees report feeling lonelier, less engaged, and more disconnected from their teams when working remotely full-time.

Key findings on remote work challenges:

• 67% of remote workers experience increased loneliness.
• 70% of employees find it difficult to contribute to conversations.
• 67% feel disengaged while working remotely.
• 60% report feeling left out of workplace interactions.

In-office presence fosters a sense of belonging and company culture, which contributes to higher engagement and long-term loyalty. While 88% of employees agree that flexibility improves job satisfaction, the best results come when hybrid work is structured and coordinated.

The ideal hybrid work model

The most effective hybrid work model balances productivity and happiness by coordinating in-office days. Research shows that the optimal hybrid work structure includes two to three remote days per week with clearly scheduled in-office collaboration. A well-structured hybrid model can increase productivity by up to one full day per week while also boosting employee happiness by up to 40% compared to an uncoordinated approach.

Technology’s role in hybrid work success

Achieving an effective hybrid model requires effort—but digital tools can simplify the process. Workplace coordination platforms like deskbird help employees and managers plan their work weeks, see who will be in the office, and optimize in-person collaboration. By using smart scheduling solutions, businesses can reduce the effort required to manage hybrid work while ensuring both productivity and employee satisfaction remain high.

Take your hybrid workplace to the next level

Hybrid work is here to stay, but its success depends on strategic implementation. Organizations that prioritize coordination, employee engagement, and the right digital tools will maximize the benefits of flexible work arrangements. If you’re ready to enhance your hybrid work model, explore how workplace solutions like deskbird can help you unlock the full potential of your workforce.

Read deskbird’s original article here.

You can meet deskbird in person at The Office Event where they’ll be exhibiting. The Office Event is a unique and timely trade show with free-to-attend content that offers a one-stop-shop for organisations who are rethinking their approach to workplace design, workplace experience and facilities management. Now in its second year, The Office will take place on 7th and 8th May 2025, at Excel in London. Co-located with The Watercooler Event for the full 360-degree workplace culture and employee wellbeing experience. You can find out more here.

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The way an office is designed does more than just look good—it directly influences how people work, interact, and feel. From encouraging collaboration to promoting well-being, behavioural design ensures that workplace environments are set up to drive positive habits naturally, without the need for rules or reminders.

Oktra’s insights on behavioural design highlight how psychology and design work together to shape workplace culture. But what does this look like in practice, and how can businesses apply these principles to support their people? Let’s explore how workplace design can create healthier, more productive workspaces.

Understanding behavioural design

Behavioural design is the science of shaping environments to encourage specific actions. It borrows from psychology, behavioural economics, and user experience design to influence the way people interact with their surroundings.

You see behavioural design in action all the time—on social media, for example, where infinite scrolling keeps users engaged. In public spaces, speed bumps slow drivers down without the need for constant monitoring. In the workplace, small design choices can encourage employees to collaborate, take breaks, or even choose healthier habits.

How workplace design guides behaviour

Employers often want to encourage certain behaviours in their teams—whether that’s improving collaboration, supporting well-being, or making sustainable choices. The layout and design of a workplace can be a silent but powerful way to influence these actions. Here’s how:

Visibility drives action

People are more likely to do something if it’s easy and obvious. Want employees to take breaks? Create a comfortable breakout area in a central spot. Need to boost recycling? Make recycling stations highly visible rather than hidden away.

Attractive spaces encourage use

If a space is welcoming and functional, employees will naturally be drawn to it. A quiet workspace with great views and comfortable seating will be used more often for focused tasks. A well-designed collaboration area with flexible furniture makes teamwork effortless.

Subtle cues guide movement

Design can encourage people to move through a space in specific ways. At DP World’s office, for example, LED lighting subtly directs employees through different areas, making the workplace more engaging and interactive.

Real-life examples of behavioural design

Bridging gaps between teams

Matillion’s office once struggled with a disconnect between floors, leading to a fragmented team culture. By introducing a striking central staircase, movement between levels became natural, increasing opportunities for cross-team collaboration.

Prioritising health at work

Double Eleven made employee well-being a priority by adding an on-site gym and a dining area with nutritious meals. These features make it easier for employees to incorporate healthy choices into their daily routine.

Supporting hybrid workers

With hybrid work becoming the norm, in-office time needs to be meaningful. Trayport tackled this by creating a central social space that naturally draws employees in, fostering connection when they are on-site.

Encouraging flexible working styles

Withers and Rogers moved away from a traditional office model by integrating a variety of workstations for hot desking. They placed the most desirable desks near windows with great views, encouraging employees to try different spaces rather than sticking to one fixed spot.

Using design to shape a better workplace

Behavioural design offers a powerful, non-intrusive way to shape workplace culture. By using positioning, incentives, and subtle environmental cues, businesses can create spaces that make productivity, collaboration, and well-being feel natural.

Ultimately, a well-designed workplace removes barriers and makes positive behaviours the easiest choice—helping employees and businesses thrive together.

Please find the original article from Oktra here.

While Oktra won’t have a stand at The Office Event, they are excited to meet with buyers and discuss how they can support their workplace transformation goals. Don’t miss the opportunity to connect with Oktra and explore how they’re shaping the future of work.

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Communications giant Havas has responded to concerns about themes highlighted in Netflix’s Adolescence by running a 90 minute lunch and learn session to educate and empower its affected employees.

The four part Netflix drama has sparked much debate, not only in workplaces across the country, but also in political circles, about the potentially toxic effect of social media on teenagers, and the so-called ‘manosphere’.

The idea came from the Havas People Team, having seen the series themselves and recognising the amount of conversation it had generated in the workplace.

Series is a wake-up call

“It was a wake up call for a lot of us,” said Rosy Hutchins, Senior People Partner at Havas. 

“We have a parents network but I think sometimes the teen years can get a bit forgotten, with the focus tending to be on the early years. Adolescence showed us that we should be talking about these issues and there was a lot of interest when we said we were going to do the session.”

Employers like Havas are increasingly recognising the need to support parent-employees throughout the ages, including grandparenthood. 

Demands of parenthood

The demands and pressures of parenting can have a huge impact on employee wellbeing and productivity, and also on attraction and retention of talent; 93% of working parents say that having employers who are supportive to parents is ‘important’ or ‘very important’ when considering a new role. 

A further 66% say that an issue with their children would impact their performance at work, according to research from REC Parenting.

Hutchins said:

“It’s a tough economic climate currently. Employers need to look at what we can be doing, beyond simply salaries, to really enhance working environments and make employees feel that they are valued as a whole person, not just a number, so they will want to come and work for us, and stay.”

Empowering employees

The lunch and learn workshop, delivered by content company Happy Marlo Studios, covered:

• Understanding the Digital Landscape

• Recognising Red Flags

• Emotional and Mental Health Impact

• Legal and Social Consequences

• Building Digital Resilience

• Supporting Healthy Conflict Resolution

It also highlighted the gaps in the educational system and its lack of resources, and the opportunity for employers to step in to help plug these gaps with valued support. But only 14% of parents currently say they feel supported by their employee benefits package, according to the same research from REC. 

Happy Marlo Studio’s origins are in creating ‘conscious’ content for children but it is increasingly moving into the corporate sector targeting parents. 

Parenting worries affect productivity

Founder of Happy Marlo Rebekah Clark said:

“If an employee is concerned about their child, they aren’t able to really switch off and focus on work. They’re going to bring that to work to some extent, especially when you consider that 20% of kids today have a diagnosed mental health problem and many others are affected by day to day worries and anxieties. We know from the work that we do that parents are struggling and looking for support, but they don’t necessarily know where to go.”

As well as benefiting the individual’s wellbeing and the company’s bottomline, there is also the commercial argument in creative sectors like advertising that understanding the next generation better is beneficial. 

Need to understand next gen better

“We need to understand children and younger generations better,” said Hutchins. “Some of our products, after all, are aimed at them, so they are our customers as well as our future workforce.”

Another of Happy Marlo Studio’s workshops covers ‘Raising Generation Alpha’ and Founder Clark added:

“There are so many different factors coming together in a perfect storm now that we can’t – as employers and as a society that want to pay attention and take the longer term view – say that this isn’t our problem.”

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Worsening health risks, including cancer, musculoskeletal and mental health conditions have highlighted the need for more effective preventative healthcare measures. Among these issues, we’ve seen mental health incidence rates increase by 21%, with severity rising by 13.2%.

An increasingly burdened NHS has caused many employees to turn to private medical insurance (PMI). This comes as the UK’s gross medical inflation hit 15% in 2024. This low number of claimants has created volatility in pricing among insurers, with PMI costs rising 32% on average last year. Traditionally, employers have attempted to use reinsurance to limit this volatility, but with premiums rising rapidly, organisations are looking for more certainty through proactive risk management strategies.

A better view of workforce health

Against the backdrop of rising private medical costs, Aon’s Health Risk Analyser empowers organisations to identify high-risk cohorts within their employee population, enabling data-driven and real-time strategies to maximise value from their healthcare spend. Taking carrier claims data across demographics, claims types, frequency and cost, these high-risk cohorts can be targeted with more accurate interventions to reduce cost volatility and bring about better health outcomes. Key benefits include:

• Predictive modelling – Historical claims data is used by our data scientists to predict high-cost claim risk by stratifying members into risk segments based on their claims history and demographics using machine learning.

• Risk optimisation – Understanding future risk enables smart budgeting, allowing employers to better prepare for predicted claim volatility as well as make the best decisions on how to manage and budget for the at-risk population.

• Ongoing monitoring – When integrated with a direct data feed, Health Risk Analyser can provide ongoing monitoring and predictive modelling updates to continually identify at-risk members and provide updated cost impacts.

• Personalised Interventions – leveraging the data from HRA personalised interventions can be communicated to at risk cohorts to reduce future risk.  

Understand the priorities of your workforce

In August 2024, we surveyed 9,202 people in employment at organisations with more than 500 employees to share their thoughts on what workplace initiatives are valuable to them. From these responses we developed our 2025 Employee Sentiment Study, equipping senior business, human resources, and people leaders with the strategies required to deliver impactful total rewards, culture and leadership that will help realise the potential of their people.

The study has helped inform our advice to clients, noting trends and interventions that can be applied across the workforce. We found a clear correlation between flexible working patterns and employee wellbeing, with hybrid workers more likely to describe their wellbeing as thriving or good. The importance of adaptable benefits was also emphasised, while sixty percent of employees surveyed are either in the process of moving employers or will seek new employment in the next 12 months.

How Aon can help

At Aon, we’re committed to making sure our clients are better informed, better advised and make better decisions through our delivery of actionable analytic insight from solutions like Health Risk Analyser, globally integrated expertise and locally relevant solutions.

In a competitive talent landscape, this means helping organisations develop a greater understanding of how employees view their benefits. The Benefits Solution (TBS), our specialised, award-winning platform, ensures a personalised user experience to connect people with EVPs, benefits, wellbeing and total rewards. This enables employers a valuable insight into their workforce and helps predict and manage future costs whilst achieving business impact.

TBS enables our employee benefits benchmarking capabilities, providing leaders with the data and analytics needed to view the competitiveness of their health and benefits offering across multiple fronts. This includes plan design, plan costs and even how employee health outcomes compare to peers in their industry, region or market segment.

About the author

At Aon, David helps organisations enhance growth and efficiency through their evolving workforce landscape through the health of their people leveraging data and technology.

As a result of David’s passion for improving employee health to enable better business outcomes he has also invested in several early-stage technology businesses.

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