The COVID-19 pandemic in early 2020 prompted most corporate employees worldwide to work from home and has significantly shaped the future of work. Now, four years later, many employers are still grappling with getting their employees back to full-time office work and have resorted to "office peacocking," a growing workplace trend to entice them back.

Luring Employees Back with "Office Peacocking"

Companies and employers are going to great lengths to entice employees back to the office by offering various perks. Bryan Robinson recently wrote an article on Forbes, based on Owl Labs' 2023 State of Hybrid Work report, defining "office peacocking" as the effort to create a work environment that motivates employees to return. Peacocking involves making the workplace so appealing that employees are eager to work there. It may include incorporating stylish decor, attractive furniture, and on-site kitchens with chefs preparing snacks of their choice.

Does this strategy actually succeed? It might appeal to newcomers who were introduced to the workforce during the pandemic and have never experienced the traditional office environment. However, for millennials who were immersed in the grind long before the global lockdown, trends like Office Peacocking and Coffee Badgeging may only further fuel their desire to leave in the long run.

Frank Weishaupt, CEO of Owl Labs, discussed their report, the Owl Labs 2023 State of Hybrid Work, with Forbes, highlighting a growing group of employees who are willing to make significant sacrifices for greater flexibility at work. According to data from the report, at least 62% of employees are willing to accept a 10% pay cut to continue working remotely, while 4% are even willing to quit their jobs to avoid the burdens of working from the office.

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The Negative Impact of "Peacocking"

Many experts believe that newcomers may feel pressured to conform to traditional office setups. Some employees might believe that their presence in the office could impress their bosses, leading to better salary increases and career advancement opportunities. However, office peacocking can also have negative consequences for companies. For example, employees may be dissatisfied if the company only partially covers commuting costs or relocates to a less convenient location. Employees may start demanding fully remote work arrangements again if the office is not well-equipped, such as having noisy phone booths or cramped workstations.

Hence, companies must focus on making tangible improvements rather than merely creating a facade and prioritize enhancing employee privacy by redesigning office spaces instead. Investing in soundproofing and offering lunch on office days to help offset commuting expenses can be significant upgrades. Moreover, employees stepping out of their comfort zones expect fair compensation and recognition for their work, which many companies overlook. Therefore, office peacocking can only yield benefits for companies if they genuinely strive to make the office a more conducive and rewarding environment for their employees compared to before.

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