"Office Peacocking": Everything You Need to Know

Since the popularity of remote work was established during the COVID-19 pandemic, corporate leaders have faced a unique challenge to attract remote employees back to the office. Many organizations have mandated return-to-office (RTO) policies, only to be met with pushback from employees, often in the most creative ways. In light of these undesirable results, a novel and subtle strategy is on the rise: "office peacocking." 

“Office peacocking” involves employers revamping and upgrading office spaces to make them seemingly more appealing and worth returning to.

Rigid office attendance policies may not yield the expected results; however, beautifying work environments may potentially entice employees to return to the office.

This article discusses "office peacocking" in detail.

What is "Office Peacocking"?

"Office peacocking" is a blanket term used to describe employers' deliberate enhancement of workplace aesthetics in hopes of attracting workers back to the office post-pandemic. The term derives from the nature of the peacock displaying its elaborate plumage to attract attention. In professional scenarios, the target audience is remote or hybrid working professionals who may be reluctant to return to the office due to concerns about inflexibility and work-life balance. 

"Office peacocking" aims to boost workplace appeal by making strategic and spatial enhancements, including high-end furniture, curated art pieces, recreational elements like game zones, in-house cafes, and self-care amenities. 

Some companies may go the extra mile to cater to specific groups and demographics, incorporating open-floor plans for natural light, biophilic designs for employees who value sustainable practices, and standing desks for well-being support.

Advantages of "Office Peacocking"

Key advantages of “office peacocking” measures include

    1. Increased workplace appeal

"Office peacocking" can entice and excite employees to return to the workplace voluntarily. Incorporating comfort and self-care amenities, visually appealing decor, and recreational zones may pique the enthusiasm of many employees to work from the office, especially when in-office setups surpass the comfort and functionality of their homes.

    2. Improves employee mood and productivity

Investments in strategic office space optimizations—for instance, incorporating ergonomic furniture, natural lighting, and purified air—may serve an aesthetic purpose and enhance the physical experience of working on-site. 

"Office peacocking" strategies like noise insulation, wellness rooms, and temperature control systems can positively impact employee morale and significantly boost employee satisfaction, performance, and productivity.

    3. Stronger employer branding

Office spaces may reflect a company's culture. For instance, redesigning initiatives considering diverse employee inputs may signal a company’s commitment to inclusivity, creativity, and innovation. Thoughtfully revamped office spaces may also indicate that the company values employee well-being, comfort, and overall employee experience. 

In this manner, “office peacocking” may be an effective employer branding strategy, helping companies gain a competitive advantage.

    4. Enhanced collaboration

While the convenience and flexibility provided by remote work models may be irreplaceable, the lack of spontaneous interactions and collaboration opportunities associated with working remotely can hurt career mobility. 

However, “office peacocking” can facilitate collaborative interactions. For instance, lounge pods, libraries, or café-style seating areas can encourage casual meetings and conversations. Common areas can increase the likelihood of employees crossing paths and engaging in organic idea exchange.

This may help companies restore the lost collaborative energy in workplaces often lacking in remote work environments. Understandably, strategic changes to physical work environments can encourage desirable behaviors or outcomes (behavioral nudging).

Disadvantages of "Office Peacocking"

While “office peacocking” may entice many employees to return to the office, sustainability challenges and critical organizational flaws risk getting overlooked.

1. Increased costs without clear ROI

Office redesigns can be expensive, especially in large firms or multi-location businesses. It typically involves hiring architects and interior designers, planning and procuring high-end furniture, technological integration, and more. 

"Office peacocking" efforts that do not contribute to achieving long-term strategic goals, like improving retention rates, performance, job satisfaction, and occupancy rates, may lead to wasted resources.

Companies may mindfully devise and implement renovation or “office peacocking” strategies, taking into account the ROI of such return-to-office initiatives, so that spending on aesthetic improvement does indeed drive operational or cultural change.

    2. Misaligned aesthetics

A redesign that bodes well with one demographic may not resonate or deliver on the expectations of another group or department. For example, ping pong tables and neon lights may appeal to a Gen Z employee pool, but more mature or older generations may perceive them as unusual or even unprofessional. 

However, many office spaces may be redesigned primarily to reinforce return-to-office policies or meet leadership preferences, without factoring in diverse employees’ cultural and practical needs. This oversight may lead to a one-dimensional aesthetic vision and office spaces that are not inclusive and alienate employees who prefer simpler work environments.

    3. Failure to address systemic flaws

Companies may disproportionately rely on surface-level initiatives like “office peacocking” to improve company culture. While aesthetic transformations may increase interactivity and boost interpersonal relationships in the short term, they are unlikely to address pervasive, systemic issues.

A well-architected office space cannot be an alternative for unhealthy management, a lack of autonomy, or rigid work structures. Therefore, office peacocking may be ineffective in positioning in-office setups as a preferred work model, especially when critical organizational challenges such as a lack of operational flexibility and work-life balance are not addressed. Employees may work from the office solely to conform to expectations, which can lead to disengagement and burnout.

    4. Proximity Bias  

Proximity bias occurs when managers unconsciously place a higher value on employees who are physically present in the office than those who work remotely or in a hybrid model. This bias can lead to an unequal distribution of recognition and rewards, as on-site employees might be perceived as more engaged or productive simply because of their visibility. As a result, remote workers may miss out on opportunities for promotions, bonuses, or other forms of acknowledgment, despite their performance levels being equal or even superior to their in-office colleagues. 

    5. Inequality in Access to Perks  

Thoughtfully renovated and well-designed office spaces can serve as enticing perks for employees who enjoy and choose in-office work or who live in close proximity to the workplace. However, this creates a disparity for many high-performing employees who work remotely due to personal circumstances, such as lengthy commutes or caregiving obligations. These employees may find themselves excluded from the benefits of office upgrades, including modern amenities, collaborative spaces, or social events that enhance workplace culture. Consequently, this inequality can lead to isolation and undervaluation among remote workers, further widening the gap between in-office and remote employee experiences.

Conclusion

"Office peacocking" is a strategic phenomenon that has evolved to mitigate the complex challenges posed by the post-pandemic work era. When strategically executed, it can help boost morale, strengthen culture, and improve organic collaboration.

However, company leaders may note that aesthetic revamps alone cannot sustain a healthy workplace. To ensure the success of "office peacocking" measures, it may be paired with flexible work structures and broader improvements to workplace culture.