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We are experts in workplace strategy and change. It's what we do all day, every day. We're always happy to share our approach and findings. If you would like to chat about how a workplace consultant could help to transform your business, let's sit down for a coffee.
Our approach to workplace change is underpinned by a number of defined change management theories.
Frequently asked questions
Should we bring people back into the office? What is going to bring them back?
First, what is the reason for wanting employees to come back into the office? If productivity is high and tasks are being completed on time and correctly, but people only want to come in one or two days per week, is there really an issue? Our research and studies have shown that the activities people want to come back to the office for centre on building new relationships, social interaction, contentious or conflict resolution, and sorting through complex data or concepts. How often people return to the office will be relevant to the life cycle of the activity – when starting a project, new starter on the team to establish a rhythm through visual and interpersonal cues are times when people will want / need to be in the office more.
We know the reality is that we can't just have a full day of meetings despite that being ideal, so we need a balance between different activities supported in the office.
Why does the office still feel empty when we have mandated that our people come in at least some of the time?
There are several reasons why a workplace can still feel empty, even after the implementation of mandated attendance. Firstly, it’s important to understand the ideal occupancy model for your organisation and your people, as different ways of operating will impact the capacity of the space. Different occupancy models have different optimal areas and capacities. For example, at the completion of a change project, a client’s CEO was delighted by the number of people in the new office, when in reality the space was now just optimised so that it felt activated. Additionally, workplace behaviours contribute to the sense of connectedness in the workplace. Our independent research gathered during workplace experience surveys, demonstrates that employees do not see value in attending the office if they are not going to feel connected or be able to build relationships with others. To really get the buzz back in the office, it requires a multi-faceted approach that encompasses changing the workplace behaviours of your people as well as optimising the space in which they work.
How do I know how much space I need to take in order to accommodate our people?
By undertaking a workplace strategy, Presynct can analyse your workpoint utilisation, understand what spaces your people need and how those spaces are used. These pieces of data help us to form an occupancy model and operating model to suit your organisational needs. The chosen occupancy and operating models will in turn determine how much space you will need in order to accommodate your people.
What is a workplace strategy and what are the benefits of having one?
A workplace strategy delivered by Presynct addresses three key components: the physical workplace, behaviour and technology. This then outlines the best solution to improve organisational culture, cost efficiency and innovation.
The five key benefits of a workplace strategy to transition to a new way of working are: it provides organisational flexibility; drives business strategy; reduces costs; improves employee wellbeing and; reduce inefficiencies and improve sustainability.
To read more about the benefits of a workplace strategy, read our blog post here.
Should we conduct a utilisation study for our organisation?
Conducing a utilisation study is a valuable data collection process, which will assist in the decision making process for your organisation’s optimal occupancy model. While there are alternative ways to gather data (manual utilisation counts, swipe card data etc.), a utilisation study provides the most accurate data for how the space is used, meaning you will be able to make the most informed decisions for the future of your workspace and for your people. Utilisation studies are by no means a mandatory part of our workplace strategy piece, however we do advocate for the benefits they provide. To read more about the benefits of conducting a utilisation study, read our blog post here.
How will you engage with our people during a workplace strategy or change project?
At Presynct, information from our client’s employees and stakeholders about their working environment is crucial for the success of the strategy and / or change journey. While we are experts in workplace, you are experts in what you do and how to do it best. Therefore, we will always work closely with our clients, to ensure we are capturing the full picture in order to deliver the best workplace possible. Engagement is not just the specific activities we do to gather information; it can be as simple as providing a channel to be able to ask questions and relay information quickly and efficiently during a project. Throughout the course of the project, our communication approach is tailored to our client and what works for their organisation.
During our projects, we rely on multiple forms of feedback and information gathering techniques across all levels of the organisation to deliver our client’s goals. To ensure that we are reaching everyone throughout the organisation, we use multiple communication channels. The main methods that we utilise for engagement include anonymous surveys, workshops (virtual and / or in person), email updates, Intranet site updates and dedicated project Microsoft Teams channels.
With the need to keep teams engaged during transitions that directly impact them, it is vital to maintain high quality communications and engagement to ensure that they are invested in the changes that will affect them and how they work.
How can we improve employee wellbeing and satisfaction?
Employee wellbeing and satisfaction and the requirements to support and maintain them vary from person to person and organisation to organisation. There is not a one size fits all solution, instead there are multiple factors and considerations that need to be looked at, implemented, and sustained. Our team can work with you to create a workplace environment that supports employee wellbeing and satisfaction.
What is new ways of working and why should our workplace support it?
New ways of working empowers employees to choose their space and working environment based on the activities they will be completing or their individual workstyle.
Enabling your people to make conscious decisions about where and how they work results in improved employee satisfaction and increased productivity and efficiency.
What is the difference between hot desking and new ways of working?
Hot desking and new ways of working are vastly different operating models. Hot desking requires all work activities be completed in the one location regardless of the task (with the exception of face to face meetings).
New ways of working however, allows for a wide range of appropriate settings, which enable different work activities and work styles. Teams are zoned to support connection and collaboration, while standardised technology enables seamless connectivity. Employee wellbeing and satisfaction is a key driver for the implementation of ways of working.
The key benefits of new ways of working are that employees are empowered to select the right setting for their activity or individual workstyle and are consulted to influence the new working environment. This in turns allows employees to be more productive. These factors ensures that new ways of working are a longer-term solution which in turn offers significant real estate savings.
To read more about the difference between hot desking and new ways of working, read our LinkedIn post here.
Should we implement desk booking to support our team being the office on the same day?
When making the decision to implement desk booking, you must first define the occupancy model and select a technology to support this, as opposed to picking any technology solution, hoping that it will solve space and / or behavioural issues. It is important to ensure the scheduling technology supports the occupancy model and intended business rules and behaviours - can you schedule based on a certain time period or must you book for a full day only? If you can only book for a full day, you would need to assume a desk for a day model.
Having scheduling technology can give your employees assurance of where and with who they will be sitting when they attend the office.
If you do decide to implement desk bookingtechnology, it is important to look at options that have some flexibility in the technology to adjust the occupancy / booking model over time.
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