Can Culture Survive Without an Office?

# Can Culture Survive Without an Office?

*Insights from our Second Safest Workplace webinar series featuring leaders from SnackNation, J2 Global, and Hulu*

The question isn't whether company culture can survive remote work—it's how to make it thrive. As part of our ongoing Second Safest Workplace webinar series, we brought together three industry leaders to explore this challenge: Sean Kelly, CEO of SnackNation; Lynn Johnson, Senior HR Director at J2 Global; and Yester Sabondzhyan, Manager of Workplace Insights and Development at Hulu.

Their conversation revealed practical strategies for maintaining cultural integrity while navigating the complexities of mixed-presence workplaces.

## The Reality Check: Virtual Novelty Wears Off

When asked whether positive virtual experiences are sustainable, Kelly was candid: "There's a lot of goodness to it. That being said, some of the novelty wears off. Just like a relationship, there are things that you need to consistently work on."

This sentiment echoes across organizations everywhere. The initial excitement of virtual happy hours and digital coffee chats inevitably fades. Johnson reinforced this point, noting how temporary measures implemented during early pandemic days weren't designed for the long haul. "We have to rethink and ensure it's an iterative process," she explained. "What can we put in place to not burn out and make sure that we have the pace for an ultramarathon and not a short sprint?"

For Hulu, which already had international employees, the challenge was familiar territory. Sabondzhyan shared how their team "went above and beyond to maintain connection remotely" because they'd already been "challenged to think outside of the box to maintain culture."

## Building Culture in Mixed-Presence Environments

As return-to-office possibilities become reality, these leaders are reimagining how culture functions when some team members are in-person while others remain remote.

### Communication Takes Center Stage

Johnson emphasized the critical importance of intentional communication: "We're going to make sure that we're communicating more, and that the message is a message we want to be sharing. How do we acknowledge those at home? We want to make sure that our employees don't feel shame or left out for staying at home."

This approach requires understanding employee concerns rather than making assumptions. Why aren't people comfortable returning? What barriers exist? Listening becomes the foundation for empathetic, effective communication.

### The Office as Equalizer

Sabondzhyan highlighted an often-overlooked aspect of physical workplaces: "I've always seen the office as an equalizer because no matter the role, everyone has the same resources. In the workplace, you're less distracted."

This observation points to a fundamental challenge in mixed environments—ensuring equitable experiences regardless of location.

## The Art of Intentional Culture Building

One of the most compelling discussions centered on whether culture should be engineered or allowed to develop organically.

Kelly offered an illuminating analogy: "I think of it like date night. Why would you have to engineer dates? Shouldn't it happen organically if you love them? But being intentional with scheduling dates is a good thing."

His philosophy? "Cultures aren't created, they're discovered. Once you discover it, building parameters based on the present environment is okay—I even recommend it."

### Practical Culture-Building Strategies

At SnackNation, they maintain "crush it calls" where team members recognize colleagues and share gratitude. Kelly acknowledges this might feel forced initially but believes intentional recognition ultimately strengthens culture.

Johnson reframes the concept entirely: "I would change 'engineer' to 'discipline.' Disciplined to put emphasis on relationships that matter. We need to be intentional with our message, our communication and be consistent."

Sabondzhyan adds perspective on habit formation: "It seems engineered until it doesn't—like any habit."

## Physical Space Still Matters

Despite remote work's prevalence, these leaders unanimously agree that physical workspace remains crucial for culture building.

Johnson's team experienced this firsthand when they occupied their new downtown LA office for just 6.5 weeks before the pandemic hit. Even in that brief time, the space communicated to employees "that they matter." The challenge now becomes translating that sense of importance to home environments.

Kelly sees personalization as key to future office design: "I think you can be highly personalized and also have a solid community. So I think the office of the future will suit each person and allow them to become their best selves."

He also views the office as an essential perk: "If your office doesn't kick ass when it comes to connection, collaboration and better work, people aren't going to want it."

## Addressing Wellbeing and Fatigue

The conversation didn't shy away from difficult realities. Johnson acknowledged the unprecedented nature of current challenges: "We need to address that it's hard and celebrate our employees for doing something unimaginable."

Fatigue poses a particular threat to culture. As Johnson noted, "When you're fatigued, you get to the point where you just don't care." The solution involves recognizing these challenges while remaining intentional about employee engagement.

## Rituals in Transition

Rituals provide stability during uncertain times, but they require adaptation. Kelly's team maintained every existing ritual while being open to experimentation: "We're building a plane while flying it and some rituals might not stick."

Hulu transformed Hulupalooza, their annual community service event, into a virtual experience rather than abandoning it entirely. This adaptability demonstrates how organizations can preserve meaningful traditions while embracing necessary changes.

## Leadership in a Virtual World

Countering concerns about mentorship and leadership development in remote environments, these leaders found unexpected benefits. Sabondzhyan noted increased exposure to leadership through regular virtual coffee chats. Johnson observed that executives became more accessible through video town halls and virtual visits.

Kelly highlighted an important cultural shift: "The removal of status is great because once that status goes away, it's easier to connect because there's no intimidation. People who don't normally speak up are speaking up because the pressure to stand up is removed."

## The Foundation of Loyalty

When it comes to maintaining employee loyalty and engagement, the fundamentals remain unchanged. Sabondzhyan emphasized that "if you are there for your employees, if you're seeing them, hearing them, loyalty will remain high and turnover will remain low for the same reasons in the office."

Johnson reinforced this with three key principles: "Be consistent, be intentional, be focused."

## Looking Forward

As Johnson acknowledged, "When we go back to the office, it's going to be messy." The path forward requires organizations to thoughtfully blend the best aspects of their pre-pandemic culture with valuable lessons learned during remote work.

The leaders' experiences demonstrate that culture can indeed survive without a traditional office—but it requires deliberate effort, consistent communication, and willingness to adapt. Success lies not in choosing between remote or in-person work, but in creating environments where culture thrives regardless of physical location.

For commercial design professionals, this conversation underscores the evolving role of physical space in supporting organizational culture while highlighting the importance of designing environments that enhance rather than replace human connection.