Dibsido: Prague is the second-fastest-growing European market for flexible office space, right after London. Why do you think that is?

Michaela: Prague is one of the most attractive cities for companies entering Central and Eastern Europe. Many are international firms with the resources to expand but don’t want the hassle of setting up and managing their own office spaces. They want to move in and get straight to work, which is why serviced offices are so appealing.

That said, it’s important to note that aside from moovin.space, there aren’t many alternatives in the market. If a company doesn’t want its own office, coworking spaces are often the only option.

Prague also has ideal conditions for companies—it offers a great quality of life, a strong talent pool, and wages that are still lower than in Western Europe or the U.S. Over the past decade, the city has seen an incredible rise in living standards, making it even more attractive to international businesses.

“Poland is a market to watch right now—I expect a boom in flexible office spaces, as demand for office space is outpacing the construction of new buildings.”

Overall, growth attracts more growth. As companies expand, Prague’s startup scene is evolving. It may not be as strong as in other parts of the world, but Czechs are resourceful and know how to navigate both the advantages and challenges of the market.

Dibsido: What’s your outlook on the future of office culture? We’re seeing a big return to offices—can we predict where things will land on the onsite-hybrid-remote spectrum?

Michaela: There are three key factors.

First, generational shifts. A Deloitte study recently caught my attention—it compared work preferences between millennials and Gen Z. I belong to Gen Z myself, but I didn’t fully identify with the findings, and neither did many people around me. The data suggested that young employees prioritize well-being over salary.

Managers often say Gen Z doesn’t want to work and is unreliable, but I think that’s an oversimplification. There are plenty of responsible, hardworking young people—they just have different points of view and priorities, like the option to work remotely. The data is clear: companies that want to attract young, high-quality talent will need to offer flexibility.

The second trend is geographical. I expect to see more offices outside city centers—whether coworking hubs or flexible spaces closer to where employees live. This allows companies to maintain work culture without forcing long commutes.

The third factor is how offices themselves are designed. In the past, companies would lease an empty floor and build everything from scratch. They’d get little more than carpeted floors and have to install everything themselves. Now, there’s growing demand for move-in-ready offices that are fully functional yet customizable. It’s like buying a car—you don’t expect to purchase just a metal shell and have to install the seats and steering wheel yourself.

Overall, the office market is shifting toward efficiency and flexibility. Those who adapt first will have the competitive edge.

Dibsido: How has hybrid work changed the way offices operate?

Michaela: More and more people are questioning whether coming to the office is worth it. And the answer is often tied to transportation. When we look around the world, we see that in cities with excellent public transport—like Tokyo or Prague—people are more likely to come into the office because they don’t mind spending half an hour on the subway or tram. 

On the other hand, in places like San Francisco, where public transport is nearly non-existent, people don’t want to commute because it would take them three times longer than it would in Prague.

Dibsido: What do you see as the ideal way of working—onsite or remote?

Michaela: Hybrid work combines the best of both worlds: meeting colleagues twice a week to recharge socially while spending the rest of the week working from home, focusing on tasks that require deep concentration. This also means that if someone only comes to the office two days a week, it doesn’t make sense for them to have a fixed desk five days a week—that would be a financial waste for companies.

Recently, roles like Workplace Experience Manager have emerged, focusing on enhancing the office experience—organizing team breakfasts, for example. But it’s important to note that if someone doesn’t want to come to the office, a shared breakfast won’t change their mind.

Dibsido: So what actually brings people back to the office?

Michaela: My experience shows that people come to the office for one main reason: other people. If a colleague they get along with is there, or if they need to resolve something in person, they’ll be more motivated to come in.

I think it’s crucial for companies to clearly communicate why they want employees back in the office. I often hear managers say they don’t trust their employees because they don’t know what they’re doing at home. But that’s a management problem. I recommend that companies take the time to explain why coming into the office benefits the team and the company as a whole—and to give employees that trust. At the same time, performance management has to be in place to ensure productivity.

Dibsido: Which apps would you recommend for companies working in a hybrid model?

Míša: Let’s start with the tool most companies already have but might not be using to its full potential.

For example, Google Workspace has status icons that show whether someone is available, in a meeting, or offline. I’m surprised by how few companies actively use this feature. It’s a shame because in remote work, we can’t just walk over to a colleague’s desk, and these status updates can significantly improve communication. Without them, unnecessary frustration builds up when a colleague doesn’t respond, and we assume they should. 

In online environments, this frustration can be even worse because we feel like they must have their phone on them all the time and they have to know we’re trying to reach them. But what if they don’t? That’s why using status indicators properly is so important.

And it works both ways. If I’m on vacation but still want to stay available, I can set my status to “online,” letting my team know they can reach out. If I don’t want to be disturbed, I switch to offline mode.

Cut Office Rent in Half with Smart Desk Booking Apps

Then there are desk booking apps. These come into play when a company reaches around 50 employees—especially if not everyone is in the office daily. A smart desk booking system can reduce office rental costs by tens of percentage points.

50 employees is a lot. That could mean an office of 500–600 square meters, but with the right app, you might only need 300–350 square meters. That’s half the rent.

"Companies with 50+ employees should start considering a desk booking system—it can cut office rent by tens of percentage points."

Finally, I’d recommend project management and team collaboration apps. Some companies already see these as essential, while others still struggle with them. Nothing fully replaces in-person interaction, but digital whiteboards like Miro are fantastic. The ability to visualize ideas and sketch in real-time has a completely different impact on focus and creativity than simply clicking through slides.