- Lauren Pollack
- 2 min read
As workplace teams increasingly move under HR leadership, many HR leaders are finding themselves responsible for workplace strategy and real estate decisions—areas that may feel unfamiliar. But here’s the good news: this shift actually makes a lot of sense for where the future of work is headed.
At its core, the workplace is about people—connection, culture, collaboration, well-being, and performance. These are areas HR understands deeply.
When workplace and facilities teams sit within HR, it creates an opportunity to lead with empathy and intention, ensuring that space design supports real human needs. It also opens the door to more engagement-driven strategies—designing with employees, not just for them.
That said, balance is key. HR’s historic focus can create a bias to prioritize what people say they want—like holding onto private offices or dedicated desks—which can unintentionally limit how well the space supports what people need to do. That’s where your partnership with workplace experts becomes essential.
Here are ways HR leaders can support their transition into this expanded role:
Collaborate with workplace experts.
Lean into their knowledge of spatial strategy, utilization data, and design trends. They’ll help translate business goals into environments that truly work. Workplace experts care deeply about how space supports people and may challenge outdated practices that might hinder long-term success.
Engage employees early and often.
Involve employees throughout the process, listen actively, and show how their feedback is shaping outcomes. It builds trust and creates shared ownership.
Innovate how employees are supported during workplace change.
Adapting to a new way of working takes empathy and guidance. Change management, clear communication, and hands-on training help people feel informed and supported.
Shape how culture is expressed through space.
Co-creating etiquette and behavioral expectations helps teams understand how to navigate new environments and collaborate with clarity. Team agreements—an approach that naturally bridges workplace and HR—can help groups collaborate more effectively as ways of working continue to evolve.
Stay curious.
You don’t need all the answers—just a willingness to learn, ask questions, collaborate, and lead with people at the center.
This is an opportunity for HR to support the development of a human-centered and adaptable workplace that aligns with the evolving nature of work. You’ve got this.
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.