The Post-COVID Office: Quiet Spaces, Office Cliques, and How to Fix the Weird Vibe

Remember the pre-COVID office life? Open floor plans buzzing with chatter, the occasional birthday cake in the breakroom, and the dreaded “pop-in” from a coworker who had just one quick thing that somehow lasted an hour.

Fast-forward to today’s post-return-to-office (RTO) policies, and it’s a whole different beast. Offices are quiet, eerily so. But beneath that silence, an entirely different social dynamic has emerged—one dominated by cliques, isolation, and a culture that just feels... off.

So, what’s going on? And more importantly, how do we fix it?

The Strange Reality of Today’s RTO Office

1. The Sound of Silence (And Not in a Good Way)

The first thing you notice when you step into the post-pandemic office is the dead silence. Sure, there’s the occasional keyboard clacking, a hushed side conversation, or the distant hum of the coffee machine. But the once-thriving energy of in-office collaboration is gone.

Many employees, now accustomed to working from home, bring their remote work habits to the office. Headphones in, Zoom calls on mute, Slack open—just like they never left their home setup. No one wants to break the silence, fearing they’ll be the one to disrupt the peace. Ironically, this makes the office feel less social than working from home, where at least people banter in Slack threads.

2. The Rise of the Office Cliques

With many companies forcing hybrid schedules or scattered in-office requirements, natural team cohesion has splintered. People are coming in on different days, and when they do, they stick to their own crew. You’ll see small, insular groups clustering in meeting rooms or kitchen corners, leaving everyone else feeling like they’ve just walked into a high school cafeteria without a place to sit.

New hires and those who weren’t part of the pre-pandemic office culture? They’re struggling. Without organic “watercooler moments” to break the ice, it’s hard to integrate into the social fabric of the office. And let’s be honest—most people aren’t going out of their way to make it easier.

3. A Culture That Feels... Off

Before COVID, the office had a vibe. It might not have always been fun, but there was a rhythm, a natural way things worked. Now? The culture is fragmented. Some people love being back, others resent it. Some teams act like they’re the only ones in the building, while others barely acknowledge each other. Instead of a workplace, it feels like a collection of disconnected islands.

This dynamic isn’t just awkward—it’s hurting productivity and morale. Employees feel

disengaged, collaboration suffers, and leadership scratches their heads wondering why people aren’t thriving in this expensive real estate they’re forcing everyone to use.

How Addressing Office Dynamics Benefits the Business

Let’s be real—if fixing office culture didn’t have a business impact, most companies wouldn’t care. But the reality is, a more engaged and socially connected office directly benefits the bottom line. Here’s how:

1. Increased Productivity

A socially disconnected office leads to slow collaboration and bottlenecks. When employees don’t feel comfortable reaching out to others, simple tasks take longer. A more engaging office culture makes communication faster and more seamless, leading to better overall productivity.

2. Higher Employee Retention

Nothing sends employees running faster than a toxic or isolating workplace. A positive, inclusive, and engaging office culture helps employees feel valued and connected—reducing turnover and the costs associated with hiring and onboarding new staff.

3. Better Innovation & Problem-Solving

Great ideas don’t happen in silos. They happen in conversations. When employees interact across departments and teams, they share knowledge and develop creative solutions that wouldn’t happen in an isolated environment. A more social office fosters innovation.

4. Improved Company Reputation

Word gets around. A company known for a cold, cliquey, or uninspiring office culture will struggle to attract top talent. A lively, engaging, and collaborative work environment makes recruiting easier and improves the company’s reputation in the industry.

5. Higher Employee Engagement & Morale

Happy employees work harder, perform better, and create a more enjoyable work environment. When people feel connected and engaged, they bring more energy and effort to their roles—benefiting everyone in the organization.

Empowering Employees to Work Their Best—In or Out of the Office

One of the biggest mistakes companies make with return-to-office (RTO) policies is assuming that physical presence equals productivity. This outdated mindset leads to excessive oversight, IT surveillance, and micromanagement—all of which can quickly erode trust, kill motivation, and create an environment where employees feel more like schoolchildren than professionals.

The truth is, great work happens when employees feel empowered to do their jobs in the way that works best for them, whether that’s in the office, remotely, or a mix of both.

The Danger of Too Much Oversight

Many companies, still adjusting to hybrid work models, have leaned hard into tracking and monitoring. This can take different forms, such as:

Excessive IT Surveillance – Monitoring keystrokes, tracking mouse movement, or using time-tracking software that makes employees feel like they’re being watched every second.

Rigid Attendance Policies – Requiring employees to be in the office a certain number of days per week, regardless of whether their presence actually adds value.

Micromanagement from Leadership – Checking in constantly, demanding status updates for minor tasks, or requiring unnecessary meetings just to prove people are working.

All of these tactics have one thing in common: they don’t improve productivity—they destroy it. Employees spend more time proving they’re working than actually working. Worse, it creates a culture of fear, frustration, and disengagement, making top performers more likely to leave.

Measuring What Actually Matters: Results

Instead of focusing on where employees work or how many hours they appear online, leadership should measure success based on:

Timeliness – Is the work being completed within the expected timeframe?

Quality – Is the work meeting or exceeding standards?

Impact – Is the employee contributing meaningfully to the team and company goals?

If these three boxes are checked, does it really matter where or how the work got done? Great employees don’t need to be babysat—they need the freedom to perform at their best.

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Trust Your Employees, and They’ll Deliver

When employees feel trusted, they:

Take ownership of their work.

Feel more engaged and motivated.

Are more likely to innovate and go beyond their basic responsibilities.

On the flip side, when they feel micromanaged and surveilled, they:

Become disengaged and resentful.

Work to "meet expectations" instead of striving for excellence.

Seek other job opportunities where they’ll have more autonomy.

The best companies understand that flexibility and trust lead to better results. The goal of an office isn’t to monitor people—it’s to foster collaboration, support, and connection. If leadership shifts the focus from control to empowerment, they’ll not only create a better office culture but also a stronger, more productive workforce.

How to Fix the Weird RTO Office Dynamic

Now, let’s talk solutions. Because no one wants to keep working in an office that feels like a weird, silent standoff between cliques.

1. Intentionally Design for Social Interaction

The fix: Leadership needs to build social interactions into the in-office experience. Instead of hoping for organic team bonding, create structured ways for people to connect.

Office Hours & Cross-Team Meetups: Have designated times where teams intentionally interact with other departments. This could be coffee chats, "ask me anything" sessions, or even rotating lunch groups.

Gamify It: Set up small challenges or scavenger hunts that encourage employees to meet new coworkers.

On-Site Team Collaboration Days: Instead of letting hybrid work schedules be random, designate specific "team days" where everyone comes in together to collaborate.

2. Break the Silence with Purpose

The fix: People want a livelier office but don’t want to be the one to start the conversation. Give them a reason.

Play Background Music: Light, instrumental music in common spaces can make the silence less oppressive and encourage casual conversations.

Theme Days: Have a day where teams share their favorite podcasts, music, or book recommendations.

Lunch & Learns: A simple 30-minute talk over lunch can spark interactions and make learning a social activity.

3. Make the Office Feel Like a Community, Not a Requirement

The fix: People will resist returning to a place that feels mandatory. They’ll embrace a space that feels valuable.

Create “Third Spaces” Within the Office: Not just desks and conference rooms—add casual lounge areas, quiet nooks for focus work, and fun breakout spaces where people actually want to hang out.

Celebrate the Little Wins: Give shoutouts in common areas, acknowledge team efforts publicly, and create a space where people feel seen.

Offer Perks That Matter: Free coffee is nice, but making office days meaningful (think: catered team lunches, office outings, or guest speakers) will help people feel like it’s worth the commute.

4. Dismantle the Clique Culture

The fix: Encourage inclusivity without forcing awkward interactions.

Rotate Seating Occasionally: If people sit in the same spots every day, social groups will never change. A light reconfiguration now and then helps mix things up.

Mentor & Buddy Systems: Pair new employees or remote-first workers with in-office veterans to bridge social gaps.

Challenge Leadership to Engage: If managers and executives only interact with their direct reports, cliques will remain. They need to model cross-team collaboration and inclusion.

Final Thoughts: Rebuilding the Office Vibe Takes Work

We’re in a weird in-between phase of office culture. The post-COVID return has left offices technically full but socially empty. The challenge isn’t just getting people back in—it’s making the office worth being in.

A thriving office culture won’t happen by accident. It needs intentional structure, engagement, and leadership that understands the subtle social shifts that have taken place. The good news? With the right tweaks, the office can once again be a place where people want to connect, collaborate, and create—not just a mandatory space they endure.