Tag: Hybrid Workplaces

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3 Hybrid Workplace Predictions for Corporate Real Estate

With 85% of employees saying they prefer to work remotely at least 2-3 days per week, hybrid workplace models are here to stay, but the ramifications of that stretch beyond organizing team meetings and the right communication technology. 

What is the “next normal” when it comes to corporate real estate in the hybrid workplace? 

Though experts see 2022 as the continuation of post-pandemic rebuilding for the real estate industry, the tapestry of the commercial real estate sector will patch together new uses for old buildings. 

Deloitte’s 2022 Commercial Real Estate Outlook predicts businesses will focus on retrofitting properties and repurposing spaces that are seeing decreased usage, enhancing buildings’ sustainability, and refreshing their perspective on making space more people-driven and flexible.

Hybrid work predictions for corporate real estate

1. CRE leaders will focus on repurposing commercial real estate space

Just because a building has been used as an office in the past does not mean its future is as an office. As companies consolidate underutilized real estate, more buildings are becoming vacant – which presents opportunity rather than problems.

Architect and founder of Real Estate of the Future Nikki Greenberg discussed her new initiative regarding repurposing space in a post-pandemic world, AnyPlace WorkPlace. In a Workplace Innovator Podcast episode, she shared her passion for innovating real estate for the future so that there is no underutilized space.

“I don’t think that a space should ever be vacant,” Greenberg said. “It should always be vibrant.”

If homes can morph from places to primarily eat, sleep, and live to become workspaces, yoga studios, and schools, we can reinvent other corporate real estate spaces too. This mindset is emerging in the development of office neighborhoods.

An effective office neighborhood needs more than powerful Wi-Fi, access to various types of conference rooms and workspaces, and mail services.

This available real estate also can be repurposed to fit a larger social need – cutting down on the homeless population and the housing needs overall in larger cities.

In April, the Rand Corporation released a report that shows repurposing underutilized commercial properties, such as hotels, motels, or vacant offices, could provide 9-14% of the housing Los Angeles County needs to produce over the next eight years.

Though it takes effort, planning, and coordination, this adaptive repurposing can lead to long-term benefits to areas from large cities to smaller communities.

2. Corporate real estate leaders will improve sustainability efforts

Environmental, social, and governance (ESG) initiatives continue to rank as high priorities for CRE leaders. As buildings are either adapted for new use or built new, including elements of sustainability and environmental friendliness is imperative.

Sustainable properties play a significant part in creating a better tenant experience, especially when they include emerging technologies (proptech) that focus on ESG. 

More than 75% of survey respondents said their companies will likely expand partnerships with or invest in proptech, including sustainability and risk management software.

3. We’ll see greater flexibility and employee-focused design

Part of making workspaces more people-centric is looking at the primary factors keeping employees working from home rather than in the office. Employees who prefer working remotely cite the ability to balance work with other responsibilities (ie. children or other dependent family members), a healthier work-life balance, and a decreased commute.

During the COVID-19 pandemic, Owl Labs “State of Remote Work” reported employees saved 40 minutes a day not commuting. The JPMorgan Chase 2022 Commercial Real Estate Market Trends points to updating infrastructure to enhance roads and shorten commutes further. These investments in infrastructure benefits commercial properties by making them more accessible, connecting businesses to higher quality amenities, and attracting more talent to areas where people want to work and live.

The U.S. government this year launched initiatives to bolster infrastructure enhancement initiatives. The Infrastructure Investment and Jobs Act, signed into effect in July 2021, floods the economy with $550 billion that partially funds infrastructure improvements, such as roads and bridges for easier commutes, and marks the largest federal investment in public transit ever and passenger rail since the creation of Amtrak. The act will work in tandem with President Biden’s Build Back Better agenda, which promises to add approximately 2 million jobs per year over the course of the decade.

Effective and efficient space utilization continues to pose an issue for companies as they adjust to changing workspace use. With 87% of enterprises implementing hybrid work, according to CBRE, the trends in interior design and real estate are adjusting to fit the idea of flexibility – whatever that looks like for your company.

A hybrid office assumes employees will move more frequently between home and office. Therefore, a hybrid office should provide a seamless experience between working in the office and working elsewhere.

Ramzah Khan works with companies looking for guidance on developing hybrid and collaborative workplaces.

A studio manager at Ware Malcomb in Washington, DC, Khan offers perspectives in the Workplace Innovator Podcast episode “The Psychology Workplace Design and the Evolution of Employee Experience” on how companies can explore a holistic view of office design to create an employee experience where employees feel valued, heard, and supported.

The biggest trend she is seeing is that leaders are approaching workplace design from a people-oriented position as the idea of employee wellbeing takes on a new meaning.

Elements of an employee-focused hybrid office include:

  • A mix of collaborative and private spaces
  • Multipurpose areas employees can use depending on the work they’re doing
  • Furniture that’s easy to reconfigure
  • High-quality conference room technology
  • Technology that makes it easy for employees to find and reserve workspaces anywhere 

The way you physically plan your office space for when employees and clients are in the office can lead to greater productivity and improve the bottom line.  

Architectural Record discussed trends for innovative offices in the hybrid workspace and suggests paying attention to the type of materials you purchase to make the office space flexible. Flooring, for example, can be a key element in creating acoustics to aid, not detract, from work. Materials such as tiles with inherent acoustic properties or carpet with noise-reducing cushion can play a part in helping the functionality of a space filling multiple roles.

Another recommendation is to use the physical space design to give employees a feeling of empowerment. You can achieve this through unassigned desks, lounge-style seating in common areas rather than conference rooms, and rooms sectioned with flooring and furniture to create specific-use areas where employees can choose where they work based on the task. 

This strategic use of furniture and physical elements also play into the continued prevalence of social distancing policies. Physical considerations such as enhanced ventilation help with physical wellness, but more and more businesses also are finding the need to plan space in regard to emotional and mental benefits, as well. 

Learn more about the future of commercial real estate and hybrid work in our resource on managing change in the hybrid workplace.

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The Pros and Cons of 3 Types of Hybrid Work Models

From dress suits and cubicles to leisure wear and home offices, the business world looks different today than it did two years ago. What began as a mission for health safety snowballed into a corporate movement. It’s important we take the time to assess the pros and cons of the three types of work: the traditional in-office model, remote work model, and hybrid work model.

Companies and their employees need to understand the benefits, drawbacks, opportunities, and pitfalls associated with the different types of work as they decide which is best for them.

Benefits of working in the office

Before the coronavirus pandemic, most companies operated with an in-office work model. However, what was once the norm has quickly become a controversial subject. Regardless, in some areas, the in-office model remains successful.

Workers can more easily benefit from the organization’s culture, a factor that remains significant to job seekers and employees. 76% of the workforce feel culture plays a role in their professional success, as it directly impacts their well-being. Supportive and collaborative environments are better built when everyone is in the same proximity.

Despite the resounding voices of support, not all employees are pleased that companies switched to the remote work model. Some discovered it challenging to find work-life balance. Those without the convenience of a home office adapted by working from their couch or kitchen counter. When commuting to an office, there is an absolute separation between employees’ professional and personal lives. But without a defined ‘place of work,’ employees have no clear boundaries.

Arguments against returning to the office

While having a designated workspace and set hours are valuable, they have drawbacks. Set 9 a.m. – 5 p.m. working hours make it difficult for employees to set up personal appointments, as those require pre-approval and requested time off. Mothers who receive troublesome calls – mid-workday – regarding their children are also at a disadvantage. These are not the only inconveniences:

  • Money and time spent on commuting (Gas prices are at an all-time high)
  • Lack of privacy when completing individual time-sensitive projects
  • Recurring distractions that interfere with employees’ overall job success

Companies that disregard these concerns may land themselves in hot water. In June 2022, CEO Elon Musk emailed Tesla employees, stating they must return to the office or resign. Employees quickly responded with pushback, expressing that the mandate negatively reflects the company’s business.

After a taste of flexibility, most workers prefer a remote or hybrid work model. Companies not offering either will have access to a smaller talent pool.

Pros of the remote work model

Working remotely was a relatively new experience for employees. Only 30% of the workforce were remote pre-pandemic, compared to 81% of employees during its’ height. Post-pandemic, companies struggle to determine the best work model for the long-term. To maintain employee flexibility, do organizations keep the remote work model or adopt a hybrid work model?

Remote work eliminates employees from commuting, as well as unexpected tardiness. Factors such as oversleeping, traffic, or time spent getting coffee will no longer be a concern. Instead, employees can put this time towards work productivity and mental well-being. Organizations can offer their workforce:

  • Financial savings from less gas and on-the-go purchases
  • Less exposure to illnesses such as coronavirus
  • Ability to create a personalized working space

Additionally, remote work offers flexible hours, which can improve productivity. Employees can work at the time of day they individually perform the best. While 43% of adults describe themselves as morning people, one in three adults says they work better in the evening. Traditional hours may not be what is best for everyone.

Virtual hiring and employee burnout with remote work

Among “The Great Resignation,” 40% of employees searched for a new job. During a time companies were predominately remote-first, many had to rethink how to hire, onboard, and train new employees. 82% of employers post-pandemic use virtual interviews. However, job seekers have expressed concerns with this process:

  • 33% of job seekers feel they cannot convey their personalities in a virtual interview
  • More than 90% of employees encounter tech issues during virtual onboarding
  • New employees lack access to their hiring manager and helpful resources during online training

Like new hires’, active employees also struggle to get the information needed when learning new tasks. A Microsoft study showed that shifting to remote work hurt collaboration and communication within companies. Employees are less likely to interact virtually than in person. Pinging a co-worker appears more intrusive than walking up to their cubicle. As a result, relationship-building feels forced versus organic.

Benefits of the hybrid work model

A hybrid workplace consists of both in-office employees and remote workers who work together as a distributed team. The benefits of hybrid work are many, for both employees and employers alike.

For employees, the biggest benefit of the hybrid work model is flexibility. Whether they work in-house, from home, or split their time between the two, a hybrid workplace supports them. It’s meant to bridge all gaps between different types of work, allowing a person to accomplish their job regardless of the setting.

This seamless working experience goes all the way down to the workspace level. The hybrid work model demands workspaces to be as flexible as the concept. Hotel desks, hot desks, breakout spaces, and the like are all essential in a supportive hybrid workplace. Beyond keeping the concept functional, they further promote employees to work in the fashion that best fits their needs.

From an employer standpoint, hybrid work offers powerful optimization opportunities. For example, ratio desking allows companies to operate with fewer desks than total employees without depriving people of the space they need. In addition, portfolio consolidation can free up significant cash flow otherwise tied up in overhead.

Negatives to beware of in hybrid workspaces

There are still a few kinks in the hybrid work model that companies need to work through. While it’s a proven, reliable solution to distributed teams and workforces, some drawbacks add up to some clear-cut pitfalls:

  • More difficult to communicate in real-time, especially between distributed teams
  • Access to technology and applications may differ from office to home
  • Employees may find it difficult to adapt or develop new habits
  • Employees may feel alienated if not supported in their choice of work style
  • Hybrid requires more processes of control to allow for freedoms in works

Similar to the remote work model, a disadvantage of the hybrid work model is the lack of oversight. Companies give up a traditional sense of control over their employees. Managers must proactively help employees develop good habits and understand expectations. As discussed, social-emotional competency is vital for management, and good systems for communication are imperative.

The hybrid work model offers the best of both worlds

Simply put: because the benefits of the hybrid work model outweigh the potential negatives, the hybrid work model is a long-term prospect for today’s dynamic workforce:

  • Offers the best of both on-site and off-site accessibility for employees
  • Improves flexibility, agility, and optionality of the workplace
  • More effective use and utilization of spaces and workstations
  • Saved workplace and facility costs through more efficient use of space
  • Improved employee experience, which can influence and strengthen culture
  • Access to a broader talent pool when hiring or expanding

Companies might’ve adopted a hybrid work model out of necessity due to the pandemic, but it’s going to far outlast it as the new way to accommodate different types of work styles and everyone’s unique preferences. The hybrid model gives employees and employers the best of both worlds.

Make sure you choose a hybrid workplace model that puts your people first, then find the technology solutions to support it. iOFFICE + SpaceIQ gives companies the tools to connect their people, places, data, and assets.

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Top Hybrid Work Statistics to Help You Embrace the New Normal

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Hybrid work continues to evolve as companies adopt new hybrid workplace models, and there are many lessons we can all learn along the way. What do employees want when it comes to hybrid work, and what can employees do to balance that with the need for better predictability and space management?

These hybrid work statistics offer some guidance.

Employee hybrid work statistics 

As you consider how to adjust your workplace, it’s important to assess how employees feel about their work environment. Ask about their preferences, where they are most productive, and what they need from you to do their best work.

Does hybrid work increase productivity?

One major concern of managers and C-suite occupiers is that employees will become less productive in the hybrid workplace. This antiquated view that being in the office equates to being productive can lead to harmful management styles, such as micromanaging. When adopting a hybrid work model, it’s important to allow for flexibility within the set parameters and framework, keep your team connected with the right workplace technology, and find ways to enhance trust among managers and employees to give employees greater autonomy and ownership over their work – even if they are completing the work from their couch instead of their cubicle.

  • 90% of employees say they were as productive or more productive working remotely versus working in the office (OwlLabs “2021 State of Remote Work).
  • 55% of employees are high performers when provided radical flexibility over where, when, and with whom they work, versus 36% of employees who work a 9 a.m. to 5 p.m. shift in the office (Gartner, June 2022)

Hybrid work statistics by generation

Navigating the shift in workplace models among different generations takes finesse and more than a little planning. Each generation has unique motivators, wants, and needs. Check out some of the insights we’ve gathered below.

Employee engagement and retention statistics

In “The Great Resignation,” the fluidity of employment status among employees is leading to increased turnover and a dwindling workforce. Cash no longer is king when it comes to motivating, retaining, and developing workforce talent. Over the past two years, the pandemic’s upheaval shifted employees’ priorities and desires.

Beyond pay – which is still important – employees are looking for positive work cultures, initiatives that make them feel valued and noticed outside of their work, and elements that help them find purpose and connection to their work. Don’t solely offer pay increases. Offer additional incentives such as increased or unlimited PTO, flexible work hours, supportive mental health and well-being initiatives, and opportunities for employees to connect with their team in-person and virtually. Consider these statistics:

Mental health and well-being in the hybrid workplace

The pandemic brought concerns about employee mental health and well-being to the forefront, and they remain important in the hybrid workplace. Burnout is increasingly common as the lines between home and work have blurred. Employers need to be more mindful of setting boundaries, including establishing hours when employees are expected to respond and when they should disconnect, encouraging employees to use their vacation time, and training managers to look for signs of burnout.

  • 64% of organizations have begun offering new well-being benefits, such as counseling services and self-care tools (Gartner, May 2022)
  • 96% of HR leaders are more concerned about employees’ well-being today than they were before the pandemic (Gartner, “Future of Work Reinvented”)
  • PwC announced in May 2022 that they will invest $2.4 billion in new employee well-being initiatives, which include the ability to choose which workplace format works best for them individually (i.e. Work from home, in-office work, a digital nomad who works anywhere, or a combination) (Forbes, May 2022)
  • 65% of employees say the pandemic has made them rethink the place work should have in their lives (Gartner, “Future of Work Reinvented”)
  • 56% of women are more likely to prioritize their health and well-being over work than pre-pandemic (Microsoft “2022 Work Trend Index”)
  • 47% of employees reported they are more likely to put their family and personal life over work than pre-pandemic, and 53% say they are more likely to prioritize their health and well-being over work than pre-pandemic (Microsoft “2022 Work Trend Index”)

Implementing hybrid workplace solutions

To support new ways of working, employers are investing in new solutions that make it easier to manage office space and reservations and improve collaboration from anywhere.

Gartner forecasts that IT spending worldwide will grow 5.1% this year – which equals $4.5 trillion. The majority of that is predicted to be on cloud technology and other similar technologies designed to support remote and hybrid remote work.

Make sure you choose a hybrid workplace model that puts your people first, then find the technology solutions to support it.

iOFFICE + SpaceIQ gives companies the tools to connect their people, places, data, and assets.

Our comprehensive portfolio of workplace and asset management software allows workplace leaders to make data-driven decisions and improve interactions within the built environment. Explore our solutions for more insights on the future of hybrid work and how to manage it.

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Workplace Thought Leadership

Hybrid and Smart: Building the Workplaces of the Future 

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By Michael Picini
Senior Executive Director
Cognitive Corp.

Now, perhaps more than ever, employers are seeking to enhance their approach to the workplace experience. They are embracing new trends, such as hybrid structures and smart buildings, to create what we like to call “digital workplace euphoria.”

Euphoria may seem like hyperbole, but happy employees make for successful businesses. We’re not talking about amenities like ping pong tables, free Friday lunches, and in-office theaters. The goal of a euphoric workplace is to transform barely there connected offices to intelligent, autonomous ecosystems that empower employees to their most productive and efficient while maintaining healthy work-life balances.

Research indicates that we are seeing much more of a radical change among companies reacting to the workplace trends. Leaders in companies may not respond to every human or occupant need, but certainly, they are reacting to create a more automated workplace for agile teams. One part of the “why” for proactive movement toward hybrid agile is the long-term impact on business.

Many companies are going through significant financial losses due to COVID-19. How companies navigate digital disruption will likely affect their revenues and future operations. During the crisis of the companies who saw a 25% growth in the revenues 72% were first to experiment with new technologies. As well, 67% of those companies invested more in digital-related expenditures, according to a 2020 report by McKinsey. The companies that had not taken steps are electing to embrace the productivity associated with remote work to help them recoup those costs of not doing so in the past.

Certain financial dependencies, like expiring office leases and stakeholder pressures, are pushing companies to make an immediate decision on how to proceed with digital based investments to create work environments conducive to agile work, from anywhere. According to a Gartner survey, 38% of tech, media, and telecom business leaders (and 26% of leaders across all represented industries) reported plans to reduce their real estate footprint by, for example, closing retail locations. Gartner also reported that 74% of CFOs and finance leaders at least 5% of their previously on-site workforce to permanently remote positions after COVID-19.

Why Companies Choose to Go Hybrid

Remote and hybrid work is not new, but it certainly hasn’t been as widespread as it is now. According to a Microsoft report, some professions have been trending toward remote work since the oil crisis of the 1970s that resulted in substantially higher commuting and automotive costs. In 2020, the COVID-19 pandemic drove a “profound increase in the magnitude and speed of the shift toward remote work, with 88% of organizations from around the world surveyed in March [2020] reporting that they were encouraging employees to work from home,” the report noted. More than a third of U.S. workers transitioned to remote or hybrid work between March and April 2020 alone.

Aside from the long-term impact on fiscal reports, this mass transition away from the confines of a 9-to-5 physical office is the other part of the “why” for companies looking to improve three key facets of the digital workplace: people, space, and technology.

The Workplace Mantra: People, Space, and Technology

Creating an environment for employees – or an investor’s case, tenants – that elicits a sense of euphoria is challenging but not impossible. How are companies tackling the digital workplace? There are three elements of an optimized workplace that one should consider.

The first starts with people. People form the community within an organization that will serve as the litmus test for successful digital workplace implementation.

The second element is technology, which acts as the catalyst for change and encompasses each tier of the Smart Building Maturity Model. Most buildings fall somewhere in between the connected and intelligent spaces of the model. From the Internet of Things (IoT) to artificial intelligence (AI), the infrastructure created by technology ultimately makes up the third element of an enhanced workplace: space.

Space doesn’t always refer to a physical location; it relates to the context in which people are working. Space can mean a geographically distributed footprint, flexible hoteling and co-working spaces within your organization, or a scalable real estate portfolio that allows you to set your physical and virtual space settings in a manner that best suits your internal method of operating.

Georgia-Pacific (GP) is one company that has fully embraced all three spheres of the optimized workplace, and by the way is one of the companies that experimented with digital based agile work long before the COVID-19 crisis. The Atlanta-based maker of paper, packaging, building products, and related chemicals resides in an iconic office tower. In the first major renovation since the company occupied the tower in 1982, GP aimed to achieve “optimal integration, functionality, cost and efficiency among the various systems throughout each floor – lighting, HVAC, audio-visual and room scheduling systems,” according to a company press release. The digital building transformation included an Internet of Things (IoT) foundation that resulted in economically feasible, purposeful automation carefully constructed for GP’s user base.

GP reported that the building uses “bio-dynamic (circadian) lighting in the office and collaboration areas, driven by network-connected lighting management. [GP] will respond to peak electrical demands by adjusting building systems. The interconnected system allows the company to collect accurate, real-time data to understand how the space is used, improve employee productivity and satisfaction, and increase real estate investment.”

Along with commercial offices, hospitality and education are two other industries that are exceptionally receptive to similar methods of in-house automation. Fortunately, platforms offered by companies like SpaceIQ offer businesses of all sizes and types of options to create digital workplaces that support agility and flexibility.

Hybrid Strategies for Working “Smart” and Hard

For many companies, leveraging hybrid strategies starts with creating smart buildings and workplaces.

Smart building(s) – both as a verb and a noun – is a partner of hybrid workplaces at the heart of the “next normal” regarding the future of work. Over the last year, companies worldwide have experienced a rapid shift to long-term hybrid and/or remote environments. From Human Resources (HR) to Information Technology (IT) to Marketing and beyond, the functional teams within these organizations are being driven to review their existing work practices and confirm that they align with employees’ current needs.

For some companies, this process may feel like an uncertain scramble – but it shouldn’t.

This moment presents an opportunity for organizations to revise their digital framework and create an even better workplace experience – one that encourages a positive return-to-office transition after a yearlong hiatus or, for remote and hybrid workers, a structure that compels them to engage virtually. Smart building is critical for both employees and executives to tap into the human side of work and reach peak satisfaction in the process of doing so.

As a company specializing in “smart building,” Cognitive Corp is at the forefront of researching and analyzing workplace trends and technologies that impact commercial real estate (CRE) teams.

So, what do we mean by “smart building?” In a word, automation.

Smart building implies that a company has a built-in infrastructure to automate as many day-to-day and long-term tasks as possible. Infrastructure can include IT and networks, HVAC, lighting, time-tracking, scheduling, and anything in between that has a digital footprint.

A key strategy is to distribute the levels of automation and smart building into four tiers on a visual pyramid called the Smart Building Maturity Model. This model helps companies prioritize based on current needs and future growth:

  • Connected Building: Connected building forms the foundation at the bottom of the pyramid. Most companies fall into this category, which includes basic IT networks and the commonplace technology you’d find in a standard office.
  • Intelligent Building: With system integration, energy efficiency, and building automation, intelligent building is what most companies strive for in their next-level smart building process. It can lead to more unified collaboration, better asset management, and streamlined workspace and remote services.
  • Smart Building: The core of the pyramid. Smart building includes open architecture, occupant interaction predictive analytics, which contributes to human centric workplace metrics, on-demand services, big data, and more elements of building intelligence. The future of work is already here, and smart building should be a consideration for most companies.
  • Cognitive Building: At the pinnacle of the pyramid we’ll find cognitive building. Here, machine learning, artificial intelligence (AI), and robotics are the vital pieces that drive building automation. While most non-technological companies do not aim for this high-level tier, we believe it’s still essential knowledge to know all the possibilities within the realm of intelligent architecture.

Data-driven Insights to Support the Hybrid Workplace

The digital workplace focuses on the occupant’s experience within a technological ecosystem. A successful digital workplace supports the human-centric side of corporate initiatives. Different personas within the commercial real estate industry will perform unique functions depending on their role in their organization. However, all roles utilize metrics to inform the progress of their digital transformation.

For individual roles, here are some items to consider:

  • Commercial Real Estate and Facilities Managers: Individuals entrusted with managing facilities should articulate workplace values about the broader business. This includes adapting to change, especially as it relates to the physical space. Your growth mindset should shift from fixed to fluid.
  • Workplace Professionals: As a workplace professional, try to develop strategies and tactics that support agile, flexible workplaces and employee experiences. Consider the wider range of knowledge available to you, beyond just “physical office” and “working from home.”

Workplace Euphoria is Frictionless

An agile, flexible workplace is no longer an option for most businesses; it is a requirement. Baseline metrics allow companies to see how initiatives eliminate employee and occupant stress during times of uncertainty, deliver on diversity, equity, and inclusion commitments, improve operational efficiency, and make remote work, workable.

Additionally, metrics shed light into the onboarding of new technologies, security automation, and workplace productivity. Workplace analytics provide a 360-degree view of any misaligned technology expectations. Embracing technology to create agility and flexibility in return to the workplace can result in euphoria for employers and employees.

Keep reading: What Are Smart Workplace Solutions?

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Workplace Thought Leadership

IWMS Technology and the Modern Workplace 

By Nick Stefanidakis
General Manager, Archibus
SpaceIQ

Rapid workplace changes and the emergence of cutting-edge technologies are ushering in new facilities management trends. They also are shedding light on the benefits of adopting Integrated Workplace Management System (IWMS) technology to scale and support both short-term transitions and long-term transformations.

The lasting impacts of the pandemic, demands for connectivity and collaboration, adoption of cloud-based applications, machine learning, and a focus on sustainability are sure to have far-reaching effects on workplaces worldwide. Businesses that find opportunities to embrace these trends will be better prepared to make data-driven decisions, improve performance, and achieve new standards of success in facilities management.

Planning for long-term workplace resilience

As agile work environments increasingly define the “new normal,” we will likely see substantial changes in workspace requirements.

The prospect of returning to physical workspaces has renewed attention on prioritizing employee health and safety. Things that employees and businesses may not have thought twice about before — air circulation, sanitization practices, access to communal spaces, traffic patterns — weigh more heavily as workforces reemerge from stay-at-home orders. New health and safety requirements will demand that organizations take these factors into account.

While some have deployed interim return-to-work solutions (hoteling and desk reservations, updated cleaning protocols, adopting remote management solutions, staggering schedules), others are reassessing overall workplace strategies as they shift from reactive to forward-thinking resiliency planning.

Organizations now need a long-term strategy for facility management, supported by workplace management technology that offers flexibility and scalability for remote, in-person, and hybrid work setups. A centralized, enterprise-wide IWMS enables teams to standardize workflows, reduce duplication, provide transparency with real-time information shared among teams (e.g., badging and health check-in data), and ultimately make more collaborative decisions.

A renewed focus on collaboration and employee engagement

Gone are the days where every employee comes to work, sits in the same seat, and leaves with coworkers at the end of the day. Now, more offices are refocusing workspaces as socialization and collaboration hubs. Employees, visitors, and others coming into the workplace need convenient, reliable ways to ensure they have the spaces needed to work in ways that are best for them. IWMS technology offers insights for businesses and building owners/operators into whether they need to increase hotel desk reservations or implement desk-sharing setups — all while providing safe and engaging spaces.

Hybrid work setups boost SaaS adoption

More hybrid workers mean people need anytime/anywhere access to critical systems and information. Stemming from this demand is an emerging trend: facilities management shifting from on-premises to SaaS-based implementation.

Organizations are investing more in cloud enterprise applications due to ease of deployment, configurability, and scalability. When COVID-19 forced many businesses to adopt remote work setups, real estate, and facilities teams with cloud applications already in place quickly adapted to changing conditions and seamlessly accessed critical business information. Others were left scrambling.

While it was a tough lesson, organizations can learn from such disruptions and invest in technology that helps predict change and evolves to meet new work structures. SaaS-based IWMS applications empower key stakeholders to make faster data-driven decisions, automate business processes, and deliver on mobile needs.

Look for trends in workspace usage patterns

Machine learning in building management has been gaining traction in recent years. It delivers efficiencies in predictive maintenance and real-time workplace management that help manage costs and provide optimal work environments.

Developments such as the Internet of Things (IoT), advanced analytics, and new wireless sensors are a few ways companies are creating smarter facilities management.

Smart building solutions use a range of sensors or actuators — light, motion, building occupancy — to collect data from connected devices. Information is then stored in an IWMS. Continuous monitoring lets facilities managers identify changes or inefficiencies in building usage, system performance or environmental conditions and establish triggers for maintenance or control systems.

When combined with an IWMS, massive amounts of IoT data can be aggregated into a dashboard for meaningful insights. This not only de-silos critical workplace data, but also highlights identifiable trends and patterns for strategic future workplace planning.

Using data to plan, design, construct, and manage facilities

Building information modeling (BIM) and its integration with IWMS technology is a new approach to managing the many phases of building design and workplace management. BIM centers around 3D modeling programs that provide a customized simulation of an actual facility. The rendering, when combined with IoT and Machine Learning represents a digital twin of the building, which allows users to virtually move through a space and observe its features, dimensions, and operating parameters — from anywhere. Such technology offers nearly infinite possibilities to help professionals plan, design, construct, and manage facilities. The volume of BIM data and the context of the data stored within an IWMS is so useful, and the more stakeholders leverage these insights, the more they’ll enable fully informed decision-making.

Optimizing building usage and consumption

It’s all too common to waste energy in a building in the form of incorrect setpoints, poor maintenance or simple oversights — not turning off lights in conference rooms after a meeting, keeping rarely used equipment plugged in, etc.

While steps like switching out light bulbs or installing new HVAC systems are necessary, they may not deliver the long-lasting results you’re hoping for.

A more impactful solution is using IWMS technology to optimize usage and consumption across building systems and real estate portfolios aligned to the actual, real-time conditions. This empowers building owners and facilities managers to anticipate, troubleshoot, and manage issues as they arise. An IWMS also enables smarter operations that can reconcile the entire range of optimal sustainability performance metrics.

Addressing long-term transformations

As the adoption of IWMS technology grows, so does its potential to play a critical role in supporting workplaces for years to come. Trends in IWMS are pointing toward a future that provides extensive and essential support to facilities managers, building occupiers, service providers, owners/operators, and real estate management companies to organize, centralize, and optimize workplace data at all levels — from individual workstations to entire real estate portfolios. It’s with such insights that they can make the best decisions to address current challenges and anticipate future needs. For more information, read our guide on Modern Workplace Platforms.

Keep reading: What is a Smart IWMS and What are its Features?

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Blog

The Pros and Cons of Hybrid Workplaces

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By Devon Maresco
Content Strategy Specialist
SpaceIQ

In the same way open offices and coworking did before it, the concept of hybrid workplaces has changed how people work. Just like these past revolutionary work concepts, it’s important we take the time to assess the pros and cons of hybrid workplaces. As they gain momentum companies and their employees need to understand the benefits, drawbacks, opportunities, and pitfalls associated with this new form of work.

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A recap of hybrid workspaces

A hybrid workplace consists of both in-house employees and remote workers who work together as a distributed team. The hybrid workspace can take many forms as it pertains to a physical space. For example, many businesses adopted a hoteling model to accommodate an unknown daily capacity of in-house employees. Other companies evolved into more agile work environments that allow in-house workers to more easily adapt different workspaces based on their needs.

The advantages and disadvantages of the hybrid work model come from not only the structure of the workplace itself, but in how remote and on-site employees collaborate. While these solutions can vary across companies, the fundamentals of a hybrid model remain the same. Let’s look at the pros and cons.

The positives powering hybrid work

As you might expect from a new work model that’s quickly defined the professional landscape, there’s a lot to love about hybrid work. The benefits of hybrid work are many, for both employees and employers alike.

For employees, the biggest benefit of hybrid work is flexibility. Whether they work in-house, from home, or split their time between the two, a hybrid workplace supports them. It’s meant to bridge all gaps between different work styles, so a person can accomplish their job regardless of setting. This is especially important for companies scheduling on rolling shifts.

This seamless working experience goes all the way down to the workspace level. Hybrid work demands workspaces as flexible as the concept. Hotel desks, hot desks, breakout spaces, and the like are all essential in a supportive hybrid workplace. More than keeping the concept functional, they further promote employees to work in the fashion that best fits their needs.

From an employer standpoint, hybrid work offers powerful optimization opportunities. For example, ratio desking allows companies to operate with fewer desks than total employees, without depriving people of the space they need. Likewise, a dramatic shift to remote work and force portfolio consolidation, which can free up significant cash flow otherwise tied up in overhead.

These examples add up to some key, specific benefits that make hybrid workplaces a long-term prospect for today’s dynamic workforce:

  • Offers the best of both on-site and off-site accessibility for employees
  • Improves flexibility, agility, and optionality of the workplace
  • More effective use and utilization of spaces and workstations
  • Saved workplace and facility costs through more efficient use of space
  • Improved employee experience, which can influence and improve culture
  • Access to a broader talent pool when hiring or expanding

Negatives to beware of in hybrid workplaces

There are still a few kinks in the hybrid model that companies need to work through. It’s a proven, reliable solution to distributed teams and workforces, but there are some key drawbacks that can cause complications if not accounted for.

The biggest is lack of oversight. With some working remotely and those in-office employees flitting between different areas and workstations, companies give up a traditional sense of control. This is okay, so long as there’s a guiding hand to help employees develop good habits and understand new expectations. Social-emotional competency is vital for management, and good systems for communication are imperative.

Distractions are also something to be aware of. Employees used to the traditional work model of one desk and one task could find themselves both easily distracted and/or unsure of how to stay on-task. Companies can support these individuals with thoughtful workspace design and encourage employees to adapt their habits, rather than abandon them.

Finally, there need to be systems for bridging in-house to remote in all senses of the concept. Employee-to-employee communication. Access to , files, and technologies. The connection needs to be robust. Outside of employee preference, there can’t be any factors that make working in-house or remote any better than the alternative. Companies need to be mindful as they level the playing field, while simultaneously raising it.

Again, these examples add up to some clear-cut pitfalls. The good news is, many of them are avoidable with thoughtful design and management of hybrid workplaces:

  • More difficult to communicate in real-time, especially between distributed teams
  • Access to technology and applications may differ from office to home
  • Employees may find it difficult to adapt or develop new habits
  • Employees may feel alienated if not supported in their choice of work style
  • Hybrid requires more processes of control to allow for freedoms in work

Why the hybrid model is here to stay

Simply put: because the benefits of the hybrid workplace outweigh the potential negatives. That and the fact that, for some employees, there’s no going back to a centralized workplace. Companies might’ve adopted a hybrid work model out of necessity due to the coronavirus pandemic, but it’s one that’s going to far outlast it as the new way to accommodate everyone unique work styles and preferences.

Keep Reading: Hybrid Workplaces are the Future of Work

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Hybrid Workplaces are the Future of Work

By Devon Maresco
Marketing Coordinator
SpaceIQ

More people than ever before are working remotely. But not everyone is logging in from a home office. Some people still prefer the structure of a physical workplace, and will gladly get up and go to one each day. The result of this duality is a hybrid workplace: one that supports both remote and on-site employees. It’s a concept that pre-dated COVID-19, but came to fruition largely because of it. Now, hybrid workplaces are here to stay.

Forced to make it work during the pandemic, companies and their employees have begun to get their bearings and figure things out. Patchwork fixes, stopgaps, and workarounds have congealed into new processes and permanent solutions that allow remote workers to be as productive as their in-office counterparts. Better still, the adoption of a hybrid work model has given time for distributed teams to learn to work together.

Hybrid workplaces are still in flux, but they’re becoming a much more permanent reality. What’s certain is their staying power. Now that people can work the way that is best for them, there’s no going back.

What is the hybrid workplace?

A hybrid office supports both in-house and remote employees at the same time, and offers flexibility for ebb and flow between these two work styles. It’s a concept that encompasses both physical and digital workspaces, as well.

The goal of the hybrid workplace is to support every work style and every employee—especially when these variables are inconsistent. Can Sanjay work effectively in-house today and continue his work tomorrow from home? If Marsha usually works from home and needs to come back in-house for a week, will she find the work environment she needs? These questions—and dozens more like them—are what facility managers ask as they plan for the new norm of flex work.

Hybrid workplaces can take many forms and feature many systems of governance. Hoteling is the most popular because it offers checks and balances companies can use to manage their workers, yet still offers employees optionality. Other hybrid examples include hot desks, desk neighborhoods, flex spaces, and more. No matter how it’s comprised, the hybrid workspace is one that’s wholly supportive of every employee’s work style.

Why are hybrid workspaces quickly becoming the new norm for companies big and small? It’s because there are benefits for employees and businesses alike.

How does the hybrid office affect employees?

For employees, the hybrid office offers a seamless experience that’s conducive to flex work styles. In-house or remote, single work or group work, no matter the variables, the hybrid office delivers.

  • Employees have the option to choose their workspace or desk type
  • Freedom of movement in the office makes transitioning between tasks easier
  • Mobility makes it easier for employees to work independent or as a group
  • More autonomy for employees can result in better work habits and practices
  • Employees feel empowered to make decisions about how or when they work
  • The transition between in-office and at-home work is more fluid and simpler

The bottom line on hybrid office benefits for employees is more freedom and the ability to work comfortably. Whether they work at home, in-office, or split their time, they’ll have the support they need to do their best work at all times.

How does the hybrid work model affect businesses?

On the business side, a hybrid work model offers an abundance of cost-saving benefits, as well as management opportunities that improve workspace utilization. Some of the core benefits of a well-run hybrid workplace include:

  • Better space utilization and reclamation of unused space from traditional desking
  • More productive workforce that feels supported and trusted in their work style
  • Improved workplace safety during times of disruption (illness, renovations, etc.)
  • Fewer disruptions to work caused by an inflexible workplace concept
  • Saved costs associated with less strain on or demand for unnecessary facilities
  • Opportunities to cultivate a more modern, inclusive culture and workforce

The practical benefits of hybrid workplaces for businesses become evident in gains to productivity, the bottom line, and the company culture. Less rigidity in the business model opens the door for more flexible avenues of growth.

Hybrid workplaces will continue to evolve

We haven’t figured out hybrid workplaces completely yet, but we’re further along than we were at the outset of the pandemic. As new processes connect remote workers to on-site staff, the hybrid workplace will continue to evolve. Hybrid workplaces offer plenty of opportunity for adaptation, which is a boon to businesses and employees alike. Embracing a hybrid concept may well be what enables businesses to remain nimble in the face of future hardship or—perish the thought—another pandemic.

Keep reading: 8 Apps for Remote Workers Productivity and Success

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Workplace Thought Leadership

The Rise of Hoteling During the COVID Era

By Nai Kanell
Vice President of Marketing
SpaceIQ

Well before the novel coronavirus (COVID-19) forever changed global markets, many business owners discovered the strategic value of workplace hoteling—a workplace management process that allows employees, visitors, and guests to search for and reserve a workspace (desk, cubicle, phone booth, etc.) for a specified period of time.

COVID-19 forced most business owners to shut down as the pandemic spread. But like most crises, the danger died down enough for office doors to reopen. As employees return to work, employers are enacting guidelines meant to keep workers as safe as possible: social distancing, intense cleaning, and contact tracing.

Add hoteling to that mix. The days of sitting shoulder-to-shoulder at desks are over—for now. Hoteling has gone from a helpful workplace tool to a necessary precaution amid COVID-19. The use of hotel desks—alongside measures such as staggered work shifts and adjusted layouts—allow companies to better manage who sits where and when.

From Office Management to Virus Prevention

Hoteling isn’t a new concept by any means, but it has taken on a new role in 2020 and beyond. For more than 20 years, hotel desks—and the technology that governs them—has been helping companies move from standard to flexible layouts. In an activity-based workplace, employees have the freedom to work in a spot that best suits the task at hand. They can simply reserve a desk at the beginning of the day and have confidence there is a seat with their digital name waiting for them. Since COVID-19 has shifted the way we can safely work in the office, hoteling has morphed into a social distancing strategy.

Hoteling combats the risk of COVID-19 on multiple fronts. One major area it helps control is density. In a pre-COVID world, a density of 200 employees was perfectly normal. Now only half of that is permissible. But do you really want dozens of people back on the first day? The right amount is realistically around 20 people, with incremental increases every week thereafter. Or you might implement shift days with a set number of employees.

This is important as back-to-work waves may be subject to fluctuations. Hoteling is one solution that can be employed to have an accurate headcount in real time. “Facility managers will be reliant on proptech sensors for managing real-time data on the crowds within buildings and alerts that signify if too many people are in one place at one time,” according to an article in Facility Executive.

Hoteling is also being repurposed for practical considerations such as cleaning. Without a booking audit, how do you determine which desks have been occupied and need a deep cleaning every day? The CDC’s guidelines for office buildings state “at least daily, clean and disinfect all surfaces that are frequently touched by multiple people,” including workstations. Hoteling shows at a glance which areas have been reserved and thus require disinfection. Janitorial teams can prioritize which surfaces need attention, especially as sanitizing requires more contact time to kill germs and bacteria.

Organizations can also lean on hoteling to assist with contact tracing. Identifying a COVID-19 case and investigating its possible path of transmission was once the domain of public health departments, but now businesses must fold this process into their operations. The CDC notes that “prompt identification, voluntary isolation or quarantine, and monitoring of a person diagnosed with COVID-19 and their contacts can effectively break the chain of disease transmission and prevent further spread of the virus.” With hoteling, workplace managers have records of exactly where a person sat and who was also in that vicinity.

Technology makes it more efficient for companies to monitor employee movement and enact COVID-19 protocols when needed. For example, SVLive—a SpaceIQ product—converts existing wifi and wired networks into thousands of smart sensors. The system shows what devices are active and who’s logged in and where. This real-time data allows businesses to quickly address possible COVID-19 transmissions within a highly secure network safeguarded by MQTT and HTTPS protocols (both use SSL X.509 certificates).

The Human Side of Hoteling

Having the right technology is critical to managing return-to-work and ensuring the greatest possible safety. But hoteling is far more than a reservation system—it’s actually your secret weapon to preserving productivity during these stressful times. Hoteling empowers employees at all levels to focus on priority tasks.

For example, a space planner can use hoteling to create pre approved zones, which effectively limits where people can work. This approach provides full control over which seats are reservable and which aren’t. Hoteling eliminates possible confusion about which desks are open, thus reinforcing social distancing. Employees will have reassurance that there’s a dedicated seat waiting for them as well as an understanding of where colleagues are booked.

One of the most important benefits of hoteling is that it offers employees a feeling of safety. Remember that a desk reservation is just one piece of essential information they need to process. Hoteling can go a long way toward diminishing anxiety with returning to the office. In fact, that’s imperative, according to the National Safety Council. It advises using respect and transparency to counter employee worry. Hoteling shows that your company is taking active measures to protect their safety.

Keep reading: What is Hoteling and Should You be Using it?

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Workplace Thought Leadership

Back-to-Work Planning & Employee Sentiment

By Nai Kanell
Vice President of Marketing
SpaceIQ

Going to the office has drastically changed, and that makes workplace policy and facility management more complex. While you’re implementing new safety measures such as social distancing, mask wearing, and disinfecting, don’t forget to include employee sentiment as part of your back-to-work plan.

Employee sentiment matters because this is also a stressful time for employees, and you need to establish trust as they return to work. Generally speaking, stress negatively affects physical and mental health, turnover and absenteeism rates, productivity and motivation, morale and complaints, and even on-site accidents. The world is dealing with collective trauma, and your back-to-work plans can exacerbate or diminish those challenges.

Employees understand that the coronavirus is dangerous. They may be familiar with well-documented cases of workplace infection and feel vulnerable to catching the virus or spreading it to others. They may worry that they are putting their lives on the line to come to work. Listen to their concerns and ideas and take them into consideration when you make your back-to-work plans. When you ask them to risk coming into the office, your actions should reassure your employees that you’re worthy of their trust and that you’re working to reduce that risk.

Employee Sentiment Matters

Your hard work and good intentions for reentry planning won’t mean much if those plans don’t match employee needs. In a recent Future Workplace survey, employee experience ranked first among 50% of HR and business leaders as their top initiative for 2020. Since a high percentage of employees are anxious about returning to work, employers can’t afford to ignore employee sentiment.

Most employees feel job-related stress at least some of the time. When you add in COVID-19-related challenges, the stress may be difficult to manage. Although you may think you are doing an excellent job following CDC guidelines or even going beyond recommendations, that may not be enough for some employees, especially those with health concerns or extra COVID-19-related responsibilities.

Unlike momentary stress such as a looming deadline or an important presentation, COVID-19 stress is chronic, unrelenting, and can directly impact the workplace. It’s safe to assume your employees will be stressed at least some of the time. They may experience physical and emotional symptoms of their stress.

Although most remote workers continue to be productive at home, three factors (in addition to safety and security) influence well-being and work effectiveness: trusting relationships, social cohesion, and individual effectiveness. Employees who feel they can share their experiences and concerns without repercussions will feel safer in the workplace, and this can positively impact performance.  It’s not just about creating a physically safe working environment. You also need to create an emotionally safe workplace.

A cookie-cutter approach won’t suit everyone’s needs. If you listen to your employees and respond appropriately, they will appreciate your efforts. They will remember that you cared about them and their needs during a crisis, which can earn you employee loyalty and trust for years to come.

Gauging Employee Sentiment

You can create both formal and informal listening opportunities. The easiest way to get a lot of information quickly is to use workplace reentry surveys. Surveys make it easy for employees to respond quickly and to do so at their own convenience.

Start by gathering feedback about four main areas:

  • Physical Workplace: social distancing, mask wearing and enforcement, cleaning/hygiene, health screenings and contact tracing, ventilation
  • Remote Working: IT support, software/hardware issues, communication, manager oversight, performance and expectations
  • Work-Life Balance: personal health concerns, child care, homeschooling, elder care, household unemployment/illness, anxiety/depression, trust in management
  • HR Policies: compensation, access to FFRCA funds, sick leave, bereavement leave, vacation days, health insurance (including contract/part-time workers)

It’s critical to assess what employees know and how they feel. Do they understand your policies? Are they aware of your efforts to promote safety? Are they doing well emotionally? Do they feel safe confiding their concerns? Doing so will allow you to determine if you have been communicating well and whether your employees believe your workplace is a physically and emotionally safe place to work.

Listen to Your Employees

Even when you implement safety measures, it may not be enough for all your employees to feel safe. This holds true nationally, where one survey shows that fewer than half of employees say safety measures like social distancing will make them feel more comfortable returning to work.

Whether you’re gathering data from surveys or personal interviews, communication will help employees learn more about their individual circumstances, some of which may affect work. An employee living with medically fragile people, for example, may be more cautious than others. A parent with elementary-aged children may appreciate flexible hours.

Survey data can provide valuable insight. You can use sample employee sentiment surveys or create your own using survey software or Google forms.

You may also want to interview your employees individually and institute an open-door policy. Listening closely can help you understand your employees’ needs and circumstances. Interviews can provide qualitative data that surveys miss and allow you to ask follow-up questions. Through your actions, you can show your empathy and help your employees trust that you care about them.

Communicate Early and Often

In a rapidly changing environment, emotions are strong. Uncertainty and change are hotbeds for anxiety, stress, and depression. Keep your employees informed of situations both inside and outside the workplace to provide reassurance. Even if it’s bad news, employees will respond better to the truth, especially when it’s delivered early. They will grow to trust you as a source of accurate information, and employees will appreciate extra planning time when you give them advance notice of changes.

Don’t forget employee  mental health. Help them recognize the signs of stress and provide resources for mental health aids and intervention. Inform them about your workplace’s mental health benefits and hotlines. Consider virtual socializing opportunities to help employees connect with each other. Refer employees to mental health apps that can help manage anxiety. Cultivate a safe place for employees to share their concerns.

Above all, keep the lines of communication open. It’s particularly important for remote employees to maintain a strong connection with the office. Whether you use email, task management software, apps, and/or other tools, maintain IT support and use the same tools consistently so that you and your employees can respond quickly if a crisis arises.

Sometimes, bad news is inevitable. Your decisions may be unpopular. Even when you try to be as flexible as possible, some situations are beyond your control. When you communicate your decision-making process, show that you’ve taken employee concerns into consideration. Modeling honesty and transparency will help your employees do the same with you, and this will help you create a better employee experience.

The COVID-19 situation is difficult for everyone at the office. When you’re planning workplace reentry, risk and uncertainty can create high levels of anxiety in an already stressful situation. If you take the time to listen to employees, gauging employee sentiment will help you create an effective, responsive back-to-work plan, and build a higher level of communication and trust.

Keep reading: 10 Tips for a Safe Return to the Workplace