Working in a shared space is no longer the exception: for many companies, it has become the norm. Flexible offices, collaborative spaces, and hybrid environments have transformed the way organizations design their workplaces. This evolution, accelerated by the democratization of remote working and the desire to optimize resources, poses a major challenge: how to maintain a strong corporate culture when sharing space with other organizations?
Corporate culture no longer depends solely on a physical space decorated in the brand’s colors. It is based on interactions, embodied values, internal processes, employee experiences, and their sense of belonging. In a shared environment, creating and preserving this identity becomes a subtle exercise that requires intention, consistency, and strategy.
This article explores best practices for maintaining a strong corporate culture in a shared space, taking into account the reality of flexible offices and environments where multiple organizations coexist—an increasingly common situation.
Redefining the concept of corporate culture in a modern environment
Corporate culture is no longer just a logo on the walls or personalized desks. It is the set of behaviors, rituals, decisions, and interactions that define how teams work and collaborate. It is built every day, in the way employees communicate, solve problems, prioritize their work, and share their successes.
In a shared space, you don’t control the entire physical environment, but you do control the internal experience entirely. Companies must therefore shift from a location-centric model to one centered on relationships and practices. This requires a more conscious approach, but often a more robust one, as it no longer depends on a setting, but on a genuine shared experience.
Clarify and embody the company’s values
Values are the glue that holds a strong culture together. But for them to truly exist, they must be embodied—not just displayed on an internal presentation.
In a shared space, values play an even more important role, as they become the common thread that allows employees to recognize themselves as members of the same team, even when surrounded by other companies. It is essential that employees can see and feel these values in their daily lives: in management decisions, in internal processes, in the way they communicate, and in the behaviors that are encouraged.
For example, a company that values innovation should demonstrate this through brainstorming sessions, by encouraging employees to propose ideas, or by providing tools that facilitate creativity. A company focused on collaboration should organize opportunities for discussion, clarify roles, and recognize collective achievements.
In a shared office, these cultural markers become reference points and help employees stay on track.
Develop regular team rituals
Rituals are one of the most effective ways to strengthen cohesion. They create rhythm, a sense of belonging, and continuity—all essential elements in a shared environment where reference points can vary.
The more teams alternate between remote work and working in a shared space, the more important these rituals become. They can be simple, but they must be consistent.
Examples of rituals for a team in a shared space:
– Team coffee every Monday morning
– A weekly meeting, in person if possible
– A team lunch once a month
– A celebration when important successes are achieved
– A welcome ritual for new recruits
– A “team co-working” session once a week
These rituals do not require significant resources, but their impact is considerable: they help to strengthen team identity and bring stability and predictability to an environment where many elements are shared with other organizations.
Building strong and consistent internal communication
In a shared space, clear internal communication becomes a key element of corporate culture. Employees must always know what is happening, what is expected of them, and how to organize their daily work, even if they are working in a space occupied by other teams.
To achieve this, it is essential to adopt simple and accessible tools:
– A centralized channel (Slack, Teams, Notion, etc.)
– A space where important information is stored and easily accessible
– Transparent, regular, and proactive communication
– Frequent updates on projects, objectives, and priorities
Internal communication creates an invisible bond that keeps the team united, even when members don’t see each other every day. In a shared environment, it prevents feelings of dilution or loss of direction.
Define times for collaboration and times for concentration
One of the challenges of working in a shared space is balancing collaboration and concentration. Teams need to be able to communicate easily, but they also need to be able to work quietly and continuously.
To strengthen corporate culture, it is necessary to clarify these two types of moments. Not only does this improve efficiency, but it also shows that the company is attentive to the well-being and working conditions of its employees.
Some possible best practices:
– Set aside blocks of quiet time
– Reserve meeting rooms for collaborative work
– Use shared spaces for brainstorming or informal meetings
– Encourage individual work in quieter or more isolated areas
Employees thus feel that they have a clear framework, which directly contributes to their sense of belonging and job satisfaction.
Using flexible workspaces to enhance the employee experience
A shared space does not limit corporate culture: on the contrary, it can enrich it.
Flexible offices often offer a higher quality environment than traditional offices: comfortable lighting, ergonomic furniture, fully equipped rooms, relaxation areas, modernity, and a professional atmosphere. These advantages enhance the employee experience and show that the company is investing in optimal working conditions, even without owning its own premises.
Companies can also customize their space in minimal but meaningful ways: a reserved corner for team days, a portable whiteboard for ideas, shared work tools, or simply a way of occupying the space that reflects the team’s dynamic.
It is not so much the decoration that matters as the use one makes of the place.
Encourage cohesion even outside the office
When space is shared, cohesion is also built outside the walls. External activities play a key role in maintaining a strong team identity.
It’s not just about organizing corporate events, but creating opportunities for employees to interact without professional pressure.
Some examples:
– An informal happy hour at a bar or restaurant
– A sporting or creative activity
– A training or personal development workshop
– A quarterly team outing
– A lunch outside the office to celebrate a success
These moments strengthen bonds and allow people to share positive experiences together, which directly nourishes the corporate culture. They also compensate for the lack of a dedicated space where a permanent visual identity can be displayed.
Give managers an active role
In a shared space, managers are pillars of the internal culture. They set the tone, support communication, organize meetings, and ensure consistency between values and actions.
An effective manager in a shared environment must:
– Be proactive in creating team moments
– Encourage positive interactions
– Ensure that everyone understands the priorities
– Foster a respectful atmosphere both internally and with neighboring teams
– Facilitate the integration of new recruits
– Maintain cohesion even when working remotely
More than in a traditional office, managers become the guardians of corporate culture, as they compensate for the absence of a fixed environment.
Preventing the dilution of team identity
Sharing space with other organizations carries a real risk: that of seeing one’s identity fade away in the face of surrounding dynamics. To avoid this, the company must be intentional in the way it presents itself, interacts, and operates.
Some effective strategies:
– Have rituals specific to the company
– Maintain strong internal communication
– Create symbols of cohesion, even subtle ones (internal documents, vocabulary, ways of doing things)
– Strengthen team presence during days at the office
– Encourage solidarity among colleagues
It’s not about isolating yourself in a shared space, but about ensuring that every employee feels that, regardless of location, they belong to a team that works in its own way.
Promoting the integration of new recruits
The arrival of a new employee in a shared space can be intimidating: lots of new faces to meet, different companies in the same place, and a less clear dynamic. To prevent new arrivals from feeling lost or distant, the company must establish a genuine integration process.
This includes:
– Un plan d’accueil structuré
– Une présentation de l’équipe
– Un accompagnement par un mentor interne
– Une explication claire des outils et des rituels
– Une première journée où la présence physique est encouragée
– Un lunch d’accueil
Whether working remotely or on-site, onboarding is a crucial time for laying the foundations of internal culture. In a shared space, it becomes a way to create strong bonds despite a non-exclusive physical environment.
Encourage positive coexistence with other businesses
Shared spaces also offer an opportunity: the chance to be part of a larger community. Without losing their identity, companies can interact respectfully and professionally with neighboring organizations. This creates a healthy climate that positively influences everyday life.
Simple interactions are enough: saying hello, respecting common areas, avoiding noisy behavior, and sharing equipment courteously. Sometimes, informal collaborations or exchanges of services may even emerge.
When the shared environment is pleasant, employees feel more comfortable—which indirectly strengthens the internal culture.
Constantly adapting culture to the realities of shared space
Corporate culture is not static, especially in a context where work locations, schedules, and methods are constantly changing. It is essential to regularly review practices, collect employee feedback, and make adjustments quickly.
Some questions to ask yourself every quarter:
– Do employees still feel connected to the team?
– Are rituals effective?
– Is internal communication smooth?
– Are days at the office really productive?
– Is shared space being used strategically?
These regular adjustments show that the company cares about its employees and the quality of their daily experience.
A shared space does not erase corporate culture
Contrary to initial perceptions, a shared space does not weaken corporate culture: it exposes it, puts it to the test, and pushes it to be more intentional. Without the support of a permanent location, culture must be built through practices, interactions, and rituals.
Companies that succeed in maintaining a strong identity in a shared space are those that:
– Focus on communication
– Cultivate human connections
– Develop consistent rituals
– Empower managers
– Invest in the employee experience
– Listen to their teams
– Continuously adapt their practices
The shared space then becomes simply a context, rather than a constraint. Teams learn to operate smoothly, harmoniously, and cohesively, even in an environment where other companies coexist. By adopting a deliberate approach, it is entirely possible—and even beneficial—to maintain a strong, lasting, and inspiring team identity.