Coffee Badging: A New Culture or a Symptom of a Broken One?

In a world that has rapidly transitioned from remote work to hybrid models, organizations are witnessing new behaviors and subcultures within the workplace. One of the most talked-about trends recently is “Coffee Badging.” For Business and HR leaders, this practice isn’t just a quirky workplace culture signal—it’s a reflection of shifting workforce dynamics and expectations. 

But what exactly is coffee badging, and what should organizations do about it? 

What is Coffee Badging?:

"Coffee badging" refers to the act of employees showing up at the office just long enough to be seen—grabbing a coffee, saying a few hellos, maybe attending a meeting or two—before leaving to continue the rest of their day working remotely or even unplugging altogether. The term comes from the combination of two acts: swiping (or "badging") into the office to register one's presence, and grabbing a coffee before making a swift exit.  In essence, it’s a way of technically fulfilling a hybrid work requirement without fully committing to the intent behind it—physical presence, collaboration, and cultural immersion. 

 
How Did This Culture Develop?: 

Coffee badging didn’t appear out of thin air. It’s a product of several intersecting workplace evolutions: 

1. The Post-Pandemic Hybrid Shift: 

When COVID-19 forced companies to adopt remote work, employees experienced an unprecedented level of autonomy. They adapted, many thrived, and expectations around work-life balance were redefined. As organizations pushed for a return to office (RTO), many employees resisted rigid structures, leading to “compromise” policies—like hybrid schedules. Coffee badging is, in part, a revolt against performative presence, where people fulfill policy without engaging in the intended experience. 

2. Misalignment of Purpose: 

When leadership mandates in-office days but fails to make that time meaningful—lacking team collaboration, strategic discussions, or purpose-driven interactions—employees feel their presence is symbolic, not impactful. So, why spend the whole day there when the true work still gets done at home, more efficiently? 

3. Culture & Trust Gaps: 

Some employees view RTO policies as a sign of distrust. Rather than feeling inspired to be in the office, they comply just enough to avoid friction, creating the rise of symbolic gestures like coffee badging. 

4. Office Design Not Keeping Up: 

Shared services centers and GBS hubs often function as process-oriented environments, not always designed for spontaneous collaboration or innovation. If the physical space doesn’t support a better experience than working from home, employees won’t stay longer than necessary. 

What Does Coffee Badging Signal in Organizations?:

For leaders in any organization, this trend shouldn’t be dismissed as trivial. It offers a window into deeper organizational challenges: 

• Employee disengagement: When workers badge in just to meet the minimum requirement, it reflects a disconnection from purpose and culture.
• Leadership blind spots: It can indicate a lack of two-way dialogue between management and teams on how work should be structured and measured.
• Ineffective office strategies: If people prefer working remotely even when the office is available, it suggests the environment may not be fit-for-purpose anymore. 

Should We Continue the Culture or Challenge It?:

The answer isn’t binary. It’s not about cracking down on coffee badging with attendance policing, nor blindly endorsing it. Here's a nuanced look: 

Why We Might Consider Embracing It—With Refinement 

1. Signals Trust: If employees are still delivering results while occasionally showing face, it means they value flexibility and want some autonomy in defining how they work.
2. Highlights the Power of Choice: By not penalizing coffee badging, leaders send the message that performance matters more than presence. This aligns with modern workforce expectations.
3. Acts as a Feedback Mechanism: Rather than punishing employees, view this trend as feedback on how ineffective your in-office strategy may be. Use it to inform better, experience-led decisions.

 Why We Might Need to Challenge It:

1. Undermines Collaboration & Culture: If entire teams coffee badge without engaging meaningfully, collaboration suffers. Innovation and problem-solving often require serendipitous conversations—not just Zoom calls.
2. Erodes Team Accountability: When everyone is technically "showing up," but no one’s actually available, it can lead to a culture of minimum effort, eroding trust among peers.
3. Makes Hybrid Models Redundant: The hybrid model is supposed to blend flexibility with structured collaboration. If it’s misused, it fails to deliver on either front. 

What Can Leaders Do About It?:

Rather than responding with rigid mandates or passive indifference, leaders should redefine their hybrid strategies around intentionality, transparency, and experience. 

1. Redesign the Purpose of Office Days: 

If you're mandating in-office days, curate the experience. Create value around those days with:

• Cross-functional huddles
• Live brainstorming sessions
• Leadership AMA’s (Ask Me Anything)
• Lunch-and-learn events

Make people feel they get more by being present—not just coffee. 

2. Measure Outcomes, Not Presence:

Shift KPIs and team metrics toward output and impact rather than badge data. If the work gets done at a high standard, maybe it’s okay that employees choose how and where to do it. 

3. Foster a Two-Way Culture:

Invite employees to co-create office expectations. Why not survey your teams and ask: 

• What would make in-office time valuable to you?
• What blocks you from staying longer?
• What support do you need on hybrid days?

Give people a voice in the policy that affects them. 

4. Reassess the Office Itself:

Especially in shared services centers, ensure your physical space promotes collaboration zones, focus rooms, and casual meet-up areas. If it’s just rows of desks and outdated furniture, don’t expect people to be thrilled to stay. 

Final Thoughts: Is Coffee Badging a Problem or a Message?:

 
At its core, coffee badging isn’t the disease—it’s the symptom. It tells us that the old ways of working no longer resonate, and the new ones haven’t been fully built. It reflects a disconnect between policy and purpose. For leaders in any organization, this is a moment to rethink, not reprimand. Instead of asking, “How do we stop coffee badging?” perhaps the better question is: “How do we make showing up feel worthwhile?” 

If you're navigating hybrid culture shifts in your organization and wondering how to make the office a magnet—not a mandate—this might be your wake-up call. The coffee’s brewing—but let’s make it more than just a badge. To hear more insights from our SSO Network, please join us for our upcoming Finance Transformation Virtual Summit.