More players are taking an interest – finally, some might say – in the design and use of workspaces. But taking an interest does not necessarily mean mastering the subject. The press regularly reports conflicting opinions, which can confuse even the most well-informed.
Since the pandemic, many companies in the service sector are still feeling their way when it comes to workplace design. The strategies put forward are often unconvincing and sometimes ill-conceived. The most common trend? A ‘scattergun’ approach: a little bit of everything, but never enough to win people over.
However, the chosen solution should be the result of in-depth reflection at the highest level of the company, in close collaboration with human resources. In many cases, however, the latter do not feel empowered – or are not empowered – to intervene in this area.
Another common pitfall is a purely internal approach, carried out in a hurry, at the whim of real estate projects or reorganisations. This approach is often the beginning of trouble.
Multiple and interdependent criteria
A relevant workspace must meet a series of closely related criteria: market, commercial activity, corporate culture, competition, nature of services offered and proximity to customers, etc. Added to this are product life cycles and the expectations of younger generations, whose long-term attachment to an organisation is often relative.
No universal solution
While the fundamentals remain the same, the answers vary. Some companies will favour face-to-face interaction, others remote working. Some will favour proximity between teams or mini-collaborative spaces, while others will emphasise the individual. In most cases, the reality is a smart combination of these options to meet both operational needs and employee expectations.
Consistency: a core value
In this area, consistency and stability in choices are just as important as their relevance. Giving in to every market trend and changing strategy every two or three years is counterproductive, leading to disorganisation and weariness. It is interesting to note that, despite their desire for motivating, dynamic and inspiring jobs, Generations Z and Alpha also express a need for stability to develop.
A collective challenge
The strategy for designing workspaces concerns the entire organisation: from team leaders to apprentices, including business experts. A poor choice can lead to frustration, loss of productivity and considerable hidden costs. Contrary to a well-known maxim, it is better to take the time to do things right than to act too quickly… at the risk of making mistakes.
Enjoy reading and see you soon.