Does the office cause more absence than we think
Sandra Djukanovic3 min read
Many organisations try to reduce absence and boost engagement by bringing people back to the office assuming physical presence automatically creates connection. But real connection is built on trust, attention, psychological safety and supportive leadership, not on how often people sit in the same building. Strengthening relationships between managers and teams is what ultimately helps people feel seen, supported and less likely to drop out.
Many organisations are currently facing the same challenge: how do we reverse rising absence rates and declining employee engagement?
One common response is to encourage employees to spend more time in the office. The underlying assumption is straightforward: physical presence creates stronger connections, and stronger connections reduce absence.
While this may sound logical, it does not address the root of the issue.
Social connection is a basic human need
What is often overlooked in this discussion is that social connection is a fundamental psychological need. People naturally want to feel part of something larger than themselves. They want to be recognised, valued, and to feel that they matter.
But connection is about more than simply interacting with others. It is also about feeling supported — by managers and colleagues alike. It is knowing that you can rely on the people around you, that someone pays attention to your situation, and that you feel safe enough to speak openly.
When this need is not met, the consequences are significant. Work requires more energy, stress levels increase, and people become less likely to ask for help. Over time, this increases the risk of absence.
The misconception: confusing presence with connection
Many organisations make the mistake of equating physical presence with social connection. Bringing employees back into the office may increase the number of interactions, but it does not automatically improve the quality of those interactions. People can work in the same building every day and still feel disconnected from their team or manager.
In fact, when there is insufficient attention to the underlying relationships, mandatory office attendance can sometimes create even more frustration and distance. The focus often remains on quantity. How often people see each other. The real question is about quality. How people experience the interactions they have.
What actually strengthens connection
Genuine social connection develops when relationships are built on trust, attention, and mutual support. This requires leadership that goes beyond organising office days or scheduling meetings.
Managers play a crucial role by:
- Investing actively in relationships with their people
- Showing genuine interest in what is happening, both professionally and personally
- Creating space for openness and vulnerability
- Building a team culture in which colleagues support one another
The goal is not more contact, but more meaningful contact. Contact that helps people feel seen, valued, and supported.
How Cohesie makes a difference
At Cohesie, we approach absence and employee wellbeing from this broader perspective. We do not see connection as a matter of physical proximity, but as a reflection of the quality of relationships within teams.
Our Business Partner Employability professionals support managers in strengthening these relationships. They help identify early signs of disconnection and guide managers in having meaningful conversations before problems escalate. The focus is always on creating an environment in which employees feel not only engaged, but genuinely supported by both their manager and their team.
Ultimately, the key insight is simple: It is not how often people are present that determines whether they feel connected. It is the extent to which they feel seen, heard, and supported.
