What does the ideal workplace look like? One team is discovering the answer through an approach that prioritizes choice over mandates, and the results are beautifully surprising.

After spending years advocating for workplace flexibility, a writer recently joined a company with an unexpected setup: they have an office, but absolutely no requirement to use it. No badge-swiping, no attendance tracking, just pure choice. The team spans multiple continents, making distributed work the natural default. What's emerged from this freedom is a heartwarming lesson in how humans naturally create connection when given autonomy.

Rather than rigid rules, the team has developed organic rituals. Many people choose to attend weekly team meetings in person, transforming routine check-ins into genuine collaboration. The office itself radiates positivity—dogs are welcome, there's a bar in the kitchen, and music fills the space throughout the day. When someone visits from another location, the office naturally fills up as colleagues excitedly come in to see them.

The flexibility extends beyond simple presence or absence. Team members take early calls with European colleagues from home, head into the office mid-morning, then finish their day remotely to avoid rush hour. Life happens, and that's not just accepted—it's celebrated.

One particularly touching ritual is the morning Slack message where everyone shares their location and any offline periods. These aren't sterile status updates; they're genuine glimpses into each other's lives. Messages like "My puppy was sick last night, so I'm working from home" or "Headed to a workout midday" normalize being fully human. The team responds with support, covering for each other and building authentic bonds.

The writer now brings their Tibetan terrier Basil to the office about twice weekly. A colleague keeps a laser pointer at his desk specifically for impromptu play sessions when everyone needs a laugh. One-on-ones happen in person when possible, combining productivity with the joy of walking meetings and real conversations around tables.

Research is catching up to what this team already knows. A comprehensive Baylor University study found that companies imposing office mandates experienced 14% higher turnover, particularly among top talent and women. Meanwhile, a two-year study of over 800,000 employees showed productivity remained stable or improved with remote work when leadership quality and trust were present.

The key insight? The difference isn't about office versus remote—it's about empowerment versus control. In empowerment cultures, leaders provide clarity about goals and communication, then trust people to design their own optimal work patterns. The office becomes a valuable resource people leverage when it helps, not a compliance tool.

This approach demonstrates remarkable faith in human nature: given freedom and clear expectations, people will create meaningful structures themselves. They'll show up for each other, build rituals that matter, and form genuine connections. The office transforms from an obligation into an opportunity for collaboration, creativity, and yes, puppy playtime.

As more companies experiment with flexible work models, this team's experience offers an inspiring blueprint. When you start with trust rather than mandates, when you treat adults like adults, something wonderful happens. People don't need to be controlled—they need to be empowered. The results speak for themselves in productivity, retention, and perhaps most importantly, in the daily joy people bring to their work.