- Lauren Pollack
- 2 min read
In CRUX Workplace’s recent research, we found that monitoring utilization remains a top priority for employers. While some companies are leveraging sensors (11%) and exploring Wi-Fi monitoring (6%), the majority still rely on badge swipe data to track office attendance.
The tricky part is—badge data only tells us who entered the building, not how they use the space. To truly forecast workplace needs, we need employee insights to contextualize the data. That said, badge swipe data still holds valuable clues for workplace strategy!
Here are a few ways to leverage it effectively:
✅ Midweek Peak Mitigation – Are Wednesdays packed? Instead of assuming more space is needed, analyze team collaboration patterns to distribute office attendance more evenly across the week—reducing strain on meeting rooms, cafeterias, and parking.
✅ Events & Meetings – Identify which events drive higher attendance. This helps plan engaging team gatherings and ensures facilities teams are ready for high-occupancy days.
✅ Room Usage Trends – Overlay badge data with room scheduling systems (analog or digital) to see which spaces employees prefer, especially on low-occupancy days when they have more choice. This is great information to validate directly with employees to understand why they choose certain spaces.
✅ Peak Time of Day – Understanding arrival trends helps optimize culture-building initiatives and uncover potential barriers (e.g., caregiving responsibilities, time zone conflicts, or rush hour avoidance).
Badge data gives us a broad picture of utilization. By using it strategically, companies can optimize space planning—without immediate investment in new tech.
How is your organization leveraging workplace data for smarter decision-making? Let’s discuss in the comments! ⬇️
- Lauren Pollack
- 1 min read
"Cubicles are all we’ve ever known. You come in and you know you’re in finance. The fun factor is missing."
CRUX’s recent research highlights a growing challenge: lower satisfaction scores among employees in financial firms, as they struggle to find a balance between connection with colleagues and privacy.
While Activity-Based Working (ABW) has transformed workspaces in other industries—offering dynamic environments tailored to different tasks—many financial institutions remain cautious. The result? A workplace that doesn’t fully support engagement, creativity, or well-being.
Are financial firms missing an opportunity by sticking to tradition? Could a more strategic approach to ABW help retain top talent and boost morale?
Would love to hear your thoughts! Have you seen ABW work (or not work) in finance? 👇
CRUX Workplace
- Lauren Pollack
- 2 min read
Updated: Mar 18
Workplace Culture is the cornerstone of employee retention —it’s the foundation of why employees stay.
While today’s workforce may be more vocal about prioritizing workplaces that feel engaging, supportive, and meaningful, this has long been a key factor in retention. Organizations that intentionally shape their culture and workplace experience are not only retaining top talent but also fostering a strong sense of community and purpose.
Through recent conversations with professionals and leaders, we’ve identified elements of workplace culture that are making an impact on employee engagement and retention.
What’s Keeping Talent Engaged in the Workplace?
A Sense of Belonging | Employees who feel connected and valuable to their team and the company’s mission are more likely to stay. Intentional relationship-building—both in-person and virtually—fosters this connection. As one professional shared, “Even if people meet only once, it changes the relationship completely.”
Leadership Transparency | Open, honest communication from leadership is key. When employees understand the why behind decisions and company changes, they feel more invested. Lack of clarity, on the other hand, creates barriers to trust and adoption.
Professional Growth | What people value more than a job is a career path. Companies that invest in mentorship, skill development, and internal mobility keep employees engaged and reduce turnover. Some of the most effective teams make career growth visible and accessible, ensuring employees see their unique future within the organization.
Work-Life Balance | Without flexibility, burnout is inevitable—especially for teams navigating multiple time zones. Companies that embrace asynchronous work, set clearer boundaries around meeting times, and offer flexible schedules and location are seeing greater productivity, higher retention, and happier teams.
A Culture of Recognition | Employees stay where they feel valued. Simple, meaningful acts of recognition—whether through peer shoutouts, leadership acknowledgment, or structured rewards programs—help people feel seen and appreciated. As one professional noted, "The best teams don’t just focus on results; they celebrate the efforts behind them. A culture of appreciation creates a work environment where people want to contribute and grow."
Building a Thriving Workplace Culture
Companies that prioritize culture as a strategy aren’t just retaining employees—they’re building communities of engaged, purpose-driven teams.
Purposeful office attendance makes a difference. Employees and leaders alike value in-person collaboration when it’s intentional and engaging.
Flexibility is key, but structured social and work-based events help teams feel connected and motivated.
Culture is reinforced through leadership support, strong peer relationships, and shared experiences—all of which make employees feel valued and committed.
Through employee engagement, workplace consultants can help refine a company's vision for their culture and ensure their physical space seamlessly aligns. Let’s build a workplace culture worth talking about!
Up next: How Leaders Are Building a Positive Workplace Culture and How Employees Are Strengthening Workplace Culture.