- \n
- Coffee badging is a new employee trend \u2014 when workers come to the office just \u201cto be seen\u201d and comply with the return-to-office mandate without jeopardizing their flexibility. <\/li>\n\n\n\n
- Employees practice coffee badging when they don\u2019t understand the gist of mandatory RTO policies.<\/li>\n\n\n\n
- Coffee badging can hamper team dynamics and collaboration.<\/li>\n\n\n\n
- If your company plans to introduce mandatory RTO policy, focus on clarity, connection and value, and define important tasks that require in-person collaboration.<\/li>\n<\/ul>\n\n\n\n
What is coffee badging anyway?<\/h2>\n\n\n\n
President and CEO of the O’Connor Company Clark Lowe<\/a> sees coffee badging as \u201dthe workplace version of checking the box \u2014 employees show up just long enough to make an appearance, grab a coffee, say hello, then disappear.\u201d<\/em><\/p>\n\n\n\n
In his opinion, this rather new phenomenon is a reaction to rigid return-to-office policies that feel performative: <\/p>\n\n\n\n
\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/05\/Clark-Lowe.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cPeople don\u2019t badge in to do better work \u2014 they badge in because leadership asked for face time without clear purpose or outcomes.\u201d<\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
In 2023, corporate America started to call employees back to the office. 2025 saw a return to the office for 5 days a week for the government workers<\/a> as well. At the same time, data indicate that structured hybrid models continue to grow in popularity. <\/p>\n\n\n\n
According to the Q4 2024 Flex Index Report<\/a>, 43% of US companies implemented this way of working, up from 20% in 2023. The study shows that \u201cthe average US firm requires 2.78 days per week in the office.\u201d<\/em> Moreover, 32% of employers require 5 days of office work, while only 25% of companies offer fully flexible arrangements without office time. <\/p>\n\n\n\n
\nFurther reading<\/strong><\/p>\n\n\n\n
Are you interested to learn more about return-to-office policies? We\u2019ve got you covered: <\/p>\n\n\n\n
- \n
- Return-To-Office Mandates: Pros, Cons, and Best Approach<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
How do employees react to return-to-office policies?<\/h3>\n\n\n\n
Employees are not happy to give up their flexibility. BambooHR report 2024<\/a> shows that 52% of workers prefer to work from home because it allows for a better work-life balance. <\/p>\n\n\n\n
Also, 39% admit they work less in the office due to socializing with coworkers. Although this helps colleagues connect, sometimes it can decrease productivity. Moreover, almost half of the employees (42%) who returned to the office feel like they are showing up just for visibility. <\/p>\n\n\n\n
HR thought leader and consultant Kyle Smith<\/a> says many employees resent the fact that they are being required to return to the office. Therefore, they use coffee badging and similar tactics to rebel against their required return, but without jeopardizing their job.<\/p>\n\n\n\n
For Smith, coffee badging is \u201cmost certainly an act of defiance against the company.\u201d<\/em><\/p>\n\n\n\n
Why do employers impose RTO policies?<\/h2>\n\n\n\n
When asked why they call employees back to the office, 68% of companies indicated fostering collaboration and teamwork as the main reason, while 64% pointed out productivity, according to the ResumeTemplates<\/a> report. Moreover, the BambooHR Report states that the main reason for 32% of employers was the desire to track their workers.<\/p>\n\n\n\n
Among other reasons, CNBC<\/a> cites:<\/p>\n\n\n\n
- \n
- Making use of expensive real estate (like office rents), <\/li>\n\n\n\n
- Boosting dipped company stock prices, and <\/li>\n\n\n\n
- Cutting headcount without firing employees, hoping rigid RTO policies will make them quit voluntarily. <\/li>\n<\/ul>\n\n\n\n
How do RTO policies affect employee productivity and collaboration? <\/h2>\n\n\n\n
But let us go back to the productivity argument. Are mandatory office hours really collaboration and productivity boosters<\/a>? It depends, says David Kochanek<\/a>, Head of Thought Leadership Strategy and Personal Branding at Thought Leadership: <\/p>\n\n\n\n
\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/05\/David-Kochanek.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u2018\u2019Mandating office time without meaningful structure can backfire. Rather than boosting collaboration or performance, it can create friction, reduce motivation, and even erode trust. Especially if people feel they\u2019re being monitored more than supported.\u201d <\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n \n
\n\n\n\nStart tracking time with Clockify today<\/p>\n \n
No more guesswork \u2014 boost your team\u2019s productivity by allocating just the right amount of time for each task with Clockify.<\/p>\n \n
\n \n Get started <\/a>\n \n \n Learn more <\/a>\n <\/div>\n <\/div>\n \n\n![\"Start](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/12\/banner-clockify.png\")
\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nIf employees don\u2019t understand the purpose of RTO requirements, disengagement will likely rise, he adds: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cProductivity may not drop immediately, but long-term engagement definitely takes a hit.”<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Lowe agrees with Kochanek: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cWhen return-to-office mandates are based on control instead of collaboration, performance and motivation take a hit. Employees start focusing on optics rather than output. The most engaged teams I\u2019ve led are the ones who are trusted to own their work \u2014 not the ones told to sit at a desk for visibility\u2019s sake.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Although some employers feel their workforce is more productive in the office, studies have shown this isn\u2019t always the case, says Tracey Beveridge<\/a>, HR Director at Personnel Checks:<\/p>\n\n\n\n
\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2025\/05\/Tracey-Beveridge.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cA recent study by <\/em>SHRM<\/em><\/a> highlighted a troubling trend in organizations that have implemented return-to-office (RTO) mandates. Employees in these organizations have reported a staggering 63% increase in uncivil behaviors when compared to remote or hybrid workplaces.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
How inadequate RTO affects team dynamics<\/h3>\n\n\n\n
As Kochanek and Lowe highlighted, when employees don\u2019t understand the gist of RTO policies, they use coffee badging as a workplace strategy to fulfill the form \u2014 <\/em>by swiping their badge, grabbing a coffee, ensuring to be seen in the office, and then rushing to work remotely. Therefore, instead of fostering teamwork and collaboration, RTO might hamper it. <\/p>\n\n\n\n
If people are checking in just to be seen, says Kochanek, they don\u2019t see the real value in being onsite:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThat impacts team dynamics, too, collaboration becomes more transactional, and the sense of shared purpose starts to slip. When in-person time is driven by obligation instead of intent, it\u2019s hard to build the kind of culture that fuels innovation and trust.”<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Kochanek adds that coffee badging also indicates a \u201cdisconnect between leadership intentions and employee experience.\u201d<\/em><\/p>\n\n\n\n
\nFurther reading<\/strong><\/p>\n\n\n\n
If you feel you need to improve employee experience in your organization, try following these tips: <\/p>\n\n\n\n
- \n
- How to Improve Employee Experience: Tips & Benefits<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
According to Darian Shimy<\/a>, CEO at FutureFund, this workplace trend can also create \u201cinconsistency in team dynamics \u2014 some show up, others don\u2019t, and the in-person advantage gets watered down.\u201d<\/em><\/p>\n\n\n\n
In line with this claim, Smith adds that coffee badging can create \u201cdivision and animosity in work groups, especially. Because there are those employees doing it, those who wish they had the nerve to do it, and those who would never imagine doing it.\u201d<\/em><\/p>\n\n\n\n
Finally, Lowe says that the emergence of coffee badgers indicates a bigger workplace issue:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThe environment lacks direction. <\/em>Collaboration<\/em><\/a> doesn\u2019t happen just because people are under the same roof. It happens when teams understand their goals, have clarity in roles, and feel like their time \u2014 whether in-person or remote \u2014 actually matters.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
\nFurther reading<\/strong><\/p>\n\n\n\n
Good employee collaboration takes more than just being in office \u2014 it takes good tools as well. CAKE.com Productivity Suite can help you boost team productivity, communication and collaboration:<\/p>\n\n\n\n
- \n
- Introducing the Productivity Bundle<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
How to implement an RTO policy without causing coffee badging<\/h2>\n\n\n\n
If your company is planning to introduce a mandatory RTO, whether hybrid or full-time, there are several things you should consider. <\/p>\n\n\n\n
Firstly, ground the office-time policy in clarity and collaboration, advises Anu Mandapati<\/a>, HR expert, CEO, and Founder of Qultured. As she says, in that case, employees will stop coffee badging and \u201cstart showing up with intention.\u201d<\/em><\/p>\n\n\n\n
She advises organizations to design RTO policies that are: <\/p>\n\n\n\n
- Introducing the Productivity Bundle<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- How to Improve Employee Experience: Tips & Benefits<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- Return-To-Office Mandates: Pros, Cons, and Best Approach<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n