DALLAS--(BUSINESS WIRE)--Lincoln Property Company ("Lincoln"), a global, full-service real estate firm, today released its Office Views: What Employees Value Most report, revealing that, contrary to common assumptions, a majority of U.S. employees prefer to work in the office rather than remotely. More than half of U.S. employees expressed interest in working in-office four to five days a week, while less than 20% expressed interest in working fully remote.
A survey of 1,000 U.S. workers, the first annual Office Views: What Employees Value Most report provides valuable insights into employees’ work preferences. The findings describe the value different generations place on amenities common in modern workplace design, comparing popular work/play amenities with more traditional work motivations including dedicated/private workspaces, increased compensation and shorter commute times.
The report highlights key considerations for corporate occupiers as they continue to grapple with how to create office environments that encourage in-office work in support of their firms’ critical business initiatives.
Rob Kane, Senior Executive Vice President within Lincoln’s Corporate Advisory & Solutions (“CAS”) group said: “Employees across all demographics report that they want to work in an office environment, but the current office trends aren’t necessarily enticing them. These new insights give corporate occupiers an important opportunity to rethink their office investments and ensure the dollars they spend to create compelling workplaces align with what their employees truly value.”
“The most important thing corporate leaders can do is listen to their employees and avoid making assumptions that can lead to ineffective, costly mistakes. We have worked with hundreds of occupier clients across the country and across a variety of industries and we know there is no one-size-fits-all approach. Instead, we help put the focus on what employees care about, and in doing so, ensure real estate investments serve as a strategic lever to achieve broader business goals,” Kane added.
Deskside dynamics: The office reality check
In the post-pandemic work landscape, companies have made substantial investments in shared spaces and high-end amenities from catered lunches to modern outdoor spaces to entice employees back into office buildings. However, Lincoln’s Office Views: What Employees Value Most report finds that some of these investments don’t necessarily align with features and resources that many employees truly value.
Appetites for dedicated meeting spaces, social activities and other shared amenities varied between generations and other demographic cohorts, while traditional motivators including increased compensation, workplace functionality, colleague relationships and career development rank high among employees’ preferences when it comes to motivations to work in the office. Across generations, dedicated seats and private offices emerged as the most desired motivator, indicating a preference for productivity, efficiency and a sense of belonging – even among Gen Z respondents, who are most likely of all surveyed cohorts to value work/play amenities.
“Employees’ strong preference for dedicated workspace underscores the importance of corporate executives listening to their workforce and prioritizing functional and supportive work environments to boost employee engagement and retention,” said Terence Kirk, Executive Vice President within Lincoln’s CAS team. “Our survey suggests that continuing to invest in a plethora of upscale amenities that don’t meet these core needs could be a costly mistake for corporate occupiers.”
Career stage influences office work preferences more than generational identify
While Millennials are often viewed as the top proponents of remote working arrangements, the Office Views: What Employees Value Most report shows this group and their Generation X counterparts have a stronger preference for in-office work. Millennials (46%) and Generation X (49%) expressed interest in working in-office four days a week, whereas early-stage career employees value a hybrid environment, with 55% of Generation Z respondents wishing to work in-office one to three days per week.
By contrast, Baby Boomers had the strongest preference for remote work, representing the highest percentage of fully remote workers (19%) and expressing the strongest desire for full time-remote work (23%).
“The report findings show that an employee’s career stage significantly influences their preference for in-office work,” noted Adin Perera, Director of Insights and Research for Lincoln, and the lead analyst for this report. “Mid-level professionals often seek the career development and collaboration opportunities that only in-person work can provide, while senior or established employees tend to value comfort and flexibility. Entry-level employees appreciate some flexibility, but also tend to want to be in the office at least some portion of the week to build their professional and social connections.”
The commute clash: Road time hinders return-to-office efforts
Amid broader calls to return to office, commute time for employees is playing an increasingly crucial role. According to the report, all cohorts place a high value on shorter commutes; however, employees tend to be more idealistic than realistic. Approximately three-quarters of respondents (73%) say they would not consider going into the office if their commute was longer than 45 minutes roundtrip. Travel times this short are tough to find, with roundtrips averaging more than 50 minutes nationally and more than 65 minutes across the 15 largest office markets.
Generationally, Baby Boomers are the most averse to longer commutes. More than 60% of Baby Boomers report commute time as their most important location feature, with only 4% considering a commute longer than an hour and fifteen minutes roundtrip.
“Location will become increasingly important for occupiers as they evaluate office spaces, especially as employees weigh the productivity of working at home against the time spent commuting to the office,” Kirk advised. “At Lincoln, we spend a lot of time understanding city demographic data to help guide our clients in identifying the optimal locations for their office spaces, carefully considering commute times and proximity to transportation options to ensure they meet their workforce’s needs.”
Methodology
Lincoln partnered with Big Village to conduct a survey of 1,008 U.S. adults ages 21 and older who are employed full-time and work outside the home in an office setting or only work remote. The survey was live from June 11-17, 2024.
Lincoln’s Corporate & Advisory Solutions group provides comprehensive real estate services tailored to the unique needs of corporate occupiers. From strategic planning, site selection, lease and transaction management, project management and facilities management, Lincoln focuses on delivering the strategic real estate solutions to enhance operational efficiencies and support corporate goals.
To view the full report, visit www.lpc.com/insights-research/officeviews. To learn more about Lincoln’s occupier services, visit www.lpc.com/what-we-do/occupy.
About Lincoln Property Company
Lincoln Property Company (“Lincoln”) is one of the largest diversified real estate services companies with 35 offices across the United States, the United Kingdom and Europe. Offering a fully integrated platform of real estate services and innovative solutions to owners, investors, lenders and occupiers, Lincoln supports the entire real estate lifecycle across asset types, including office, life science, retail, industrial, data center, production studio, healthcare, government, universities, and mixed-used properties, throughout the United States, United Kingdom, and Europe. Lincoln’s combined management and leasing portfolio on behalf of institutional clients includes more than 557 million square feet of commercial space. In addition to providing third-party real estate services, Lincoln has completed over 150 million square feet of development since its inception in 1965 and has another $20 billion currently under construction or in the pipeline. For more information, visit: www.lpc.com.