I have considered the design of offices and work places before (here and here as two examples) but have not seen this particular issue described: when researchers found that workers had “unaccounted” time in the office, this led to changing the workplace and new problems.

Wilkinson, who designed Google’s 500,000-square-foot Googleplex campus in Mountain View, California, says he had his first epiphany about the office in 1995. While reviewing old studies and surveys about worker habits, he came upon a study that measured how office workers spent their time between 9 am and 5 pm. He was immediately struck by just how much “unaccounted” time workers were spending away from their desks—that is, not in meetings or any other explicit work function. But Wilkinson found it hard to believe that all of these workers were taking multi-hour bathroom breaks or simply leaving the office together. They were still in the office; they were just hanging out in hallways, chatting in foyers, clustering around someone else’s desk as the occupant tells a story.

“It blew my mind,” he told us. “And it made our team realize that the planning of the office was fundamentally flawed.” His realization was straightforward: Office design had long revolved around the placement of desks and offices, with the spaces in between those areas treated as corridors and aisles. But that “overemphasis on the desk,” as Wilkinson recalled, “had worked to the detriment of working life, trapping us in this rigid formality.”

And so he set out to liberate it, shifting the focus of his designs to work that took place away from the desk. In practice, this meant designing bleachers and nooks in places that were once poorly lit corridors, and spacing out desk clusters to incentivize more movement among teams. A kinetic office environment, the idea went, could increase spontaneous encounters, which would then spark creativity. The design also allowed for private areas—many with comfy couches and plush ottomans to replicate a family room feel—to do deep work, away from the noisy bullpen of desks.

This led to tech campuses like that of Facebook, Apple, and Google. What could go wrong?

The danger Wilkinson is describing is, of course, exactly what happened. The new campus design had a profound impact on company culture. Some of that impact was undeniably positive: He created work spaces where people genuinely want to be. But that desire becomes a gravitational pull, tethering the worker to the office for longer and longer, and warping previous perceptions of social norms.

Two thoughts strike me from reading this book excerpt:

1. The idea of “unaccounted” time. How much of human daily activity is not directly related to productivity or a particular task? How much of that unaccounted time has long-term benefits such as stronger relationships and closer community? Part of the full human experience is having unaccounted time. On the other hand, it is not a surprise that if that unaccounted time occurred on company time, corporations and organizations would want to maximize it. (See this recent post about time, space, and calendars pushed into predictable patterns.)
2. Humans have the ability to shape buildings and other physical settings to encourage particular behaviors. Offices are not just empty receptacles into which workers are placed willy-nilly. Religious buildings shape worship and communal experiences. Land use policies encourage more private spaces or more public spaces and these choices have consequences. This is simply part of our daily lives where we shape and are shaped by the spaces we are in.