Thanks so much! Glad it resonated. Two real-world examples that come to mind are Buffer and Happy Ltd.
Buffer is a tech company that’s made a permanent shift to a 4-day workweek as part of a broader commitment to sustainable rhythms, async collaboration, and radical transparency (they even publish their salaries). It’s a good example of “rhythms over relentless pace” and care-as-practice.
Happy Ltd, a UK-based consultancy, invests heavily in emotional intelligence and care-driven management. For them that looks like distributed leadership where employees choose their managers, managers are trained as coaches, and the emphasis is on trust, autonomy, and joy in the workplace. Flexible working hours and trust-based leave policies reflect their belief in natural cycles of energy and rest. Their whole ethos centers care and shared accountability as structural design, rather than on personal performance.
Neither uses the term "regenerative", which is actually part of the bigger picture. Regenerative Workplace Design isn’t a fixed recipe or standardized framework. It’s more of a design orientation: a way of working that prioritizes rhythm, shared power, care-as-infrastructure, and narrative coherence. Right now, a lot of companies are embodying parts of it under different names (future-of-work, care-centered leadership, post-growth business models) and adapting it to their context.
This was a wholesome read! Any examples of regenerative workplaces you can point me to?
Thanks so much! Glad it resonated. Two real-world examples that come to mind are Buffer and Happy Ltd.
Buffer is a tech company that’s made a permanent shift to a 4-day workweek as part of a broader commitment to sustainable rhythms, async collaboration, and radical transparency (they even publish their salaries). It’s a good example of “rhythms over relentless pace” and care-as-practice.
Happy Ltd, a UK-based consultancy, invests heavily in emotional intelligence and care-driven management. For them that looks like distributed leadership where employees choose their managers, managers are trained as coaches, and the emphasis is on trust, autonomy, and joy in the workplace. Flexible working hours and trust-based leave policies reflect their belief in natural cycles of energy and rest. Their whole ethos centers care and shared accountability as structural design, rather than on personal performance.
Neither uses the term "regenerative", which is actually part of the bigger picture. Regenerative Workplace Design isn’t a fixed recipe or standardized framework. It’s more of a design orientation: a way of working that prioritizes rhythm, shared power, care-as-infrastructure, and narrative coherence. Right now, a lot of companies are embodying parts of it under different names (future-of-work, care-centered leadership, post-growth business models) and adapting it to their context.