Work, Reimagined.

Today, we’re hearing more and more leaders insist their employees return to the office. But for what? Easier oversight. Quicker hallway decisions? I guarantee that most aren’t thinking about the real opportunity in front of them: to turn the office into a place where something magical happens. A place people want to be. What if coming back to the office wasn’t just a requirement, but a reinvention? And not because of AI (though AI can help), but because we finally reimagined what work could feel like. I’m not talking about installing office putting greens, margarita machines, or meditation rooms. (Though I love all those things and, if done right, they can count too.) I’m talking about creating moments that matter. I’m talking about a movement where leaders become experience designers. Not just meeting planners. Not just culture keepers. Culture designers: people who shape what work feels like, for real.

You might be thinking, Sounds nice. But I don’t have time for this. Let me stop you right there. Because here’s the best part: Once you start creating meaningful experiences at work, they ripple. People pay attention. They join in. They amplify. Before long, your whole culture shifts, and suddenly, innovation, accountability, and energy become part of the everyday. And yes, it’s fun. And yes, it delivers results. According to Gallup’s State of the Global Workplace 2026 report, the cost of disengagement has never been higher. In 2025, low engagement cost the world economy approximately ten trillion dollars in lost productivity. That is equal to 9 percent of global GDP. Global employe engagement has now dropped for two consecutive years, falling to just 20 percent of the global workforce, down from a peak of 23 percent in 2022. Gallup’s ongoing meta-analyses continue to show that highly engaged business units saw

• 59% less turnover in low-turnover organizations,
• 41% lower absenteeism,
• 21% higher profitability,
• 17% higher productivity, and
• 10% higher customer loyalty and engagement.

And companies in the top quartile of employee engagement are 23 percent more profitable than those in the bottom quartile. Designing culture through experiences isn’t a luxury. It’s a strategy. A smart one. We’ve known for a while now that Millennials (born between 1981 and 1996) and Gen Z (born between 1997 and 2012) value experiences over things, but what’s becoming clearer is just how deeply that mindset shows up at work. In a 2014 study by Eventbrite, 78 percent of Millennials said they would rather spend money on a desirable experience than on a desirable product. And Gen Z is doubling down on that idea. They want purpose, connection, and energy in the environments they choose.

That doesn’t mean every day at work has to be a party. It means people want to feel something. They want a challenge that lights them up, a meeting that feels alive, a team culture they’re proud to belong to. They want workplaces that offer more than a paycheck. They want places where they can grow, contribute, and experience real momentum. If you’re a leader, this is your opportunity. Don’t just give your team more perks. Give them experiences: clear missions, team rituals, moments of pride, shared wins, and personal growth they can feel. That’s what keeps people not just showing up but lighting up, leaning in, and staying put.