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Canva, the graphic design startup valued at $26 billion last year, has grown exponentially since the onset of the pandemic, expanding from 1,000 employees to 4,000 in the past three years. This year alone, the company has opened three new offices (called campuses internally) in Austin, London, and Melbourne, bringing its total campuses to eight, alongside seven coworking hubs.
Despite its ballooning real estate footprint, Canva has opted not to mandate a return to office for most workers, except on-site employees like kitchen staff.
The majority of employees are classified into hybrid and fully remote workers, and qualification as a hybrid employee depends on location. At Canva’s Sydney campus, for instance, workers within 100km (approximately 62 miles) of the office are classified as hybrid workers, while Canva’s Manila campus bases hybrid classification on the neighborhood.
While neither group receives a specific mandate to head into the workplace, employees outside a “hybrid worker” radius can visit an office twice a year, fully covered by Canva. The only on-campus attendance tracked is that of on-site kitchen staff to ensure an adequate amount of food is prepared for office attendees that day.
For the most part, employees can choose whatever work hours best fit their needs, adjusting work hours to suit personal responsibilities like childcare or school pickups and drop-offs.
Canva says it also keeps remote employees in mind. For example, it hosts “Canva Create,” companywide events announcing major product launches. Employees can attend the event in person or remotely through a “watch party.” Canva says it also fosters non-work-related opportunities for connection, offering over 400 clubs for employees, such as a soccer club, music club, Dungeons and Dragons club, and time off to volunteer.
“People feel trusted that they can work how works best for them. But on the flip side of that, Canva is really intentional about making sure that we’re all connecting,” Jennie Rogerson, Canva’s global head of people, tells CHRO Daily. She adds, “It definitely works for us with making sure people feel trusted like they are part of something bigger than themselves, and that they’re [appreciated] for their contribution.”
Paige McGlauflin
paige.mcglauflin@fortune.com
@paidion
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Watercooler
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