Our experts:<\/p>\n
- \n
- ManpowerGroup: Kari Atkinson, VP Employee Rewards and Experience, North America<\/li>\n
- Microsoft: Matthew Ayres, Global Workplace Services Research & Innovation Lead<\/li>\n
- Steelcase: Elise Valoe, Director of Workspace Futures Research and New Business Innovation<\/li>\n<\/ul>\n
Chris Congdon: What is your organization\u2019s current state of return to office?<\/strong><\/p>\n
Kari Atkinson<\/strong>: ManpowerGroup is headquartered in Milwaukee, Wisconsin. The majority of our U.S. and Canadian branch offices are open. Headquarters plans a phased return in early October.<\/p>\n
Matthew Ayres<\/strong>: I\u2019m located in Seattle where some essential workers are back in Microsoft\u2019s Puget Sound offices, but most have not yet returned. In other geographies, for example China, people have been back since the middle of 2020.<\/p>\n
Elise Valoe<\/strong>: I\u2019m in the Steelcase Global Business Center in Grand Rapids, Michigan. Most employees are back in the office, choosing to spend most of their week here while still spending some time at home.<\/p>\n
CC: Tell us what you\u2019re testing, piloting or prototyping.<\/strong><\/p>\n
KA<\/strong>:\u00a0We know from our 2021 What Workers Want research report that people wanted more flexibility in how they work and that\u2019s only grown since the start of the pandemic. So in May 2020, when our branch offices started to return, we introduced new levels of flexibility with a pilot program called \u201cWork Your Way.\u201d The program varies by role. Some people need to be in the office to support clients and associates, but there are other ways for us to infuse flexibility like enabling them to start their day later so they can drop their kids off at school or end their day at home.\u00a0<\/span><\/p>\n
Our second pilot rethinks our headquarters workspace to make it a destination for employees. We\u2019ve redesigned some of our spaces to create more collaboration areas and added Wi-Fi and work tools to our outdoor terrace to create another beautiful place for people to come together and collaborate, connect and celebrate, all things we know they\u2019ve missed.\u00a0<\/span><\/p>\n
\n![\"\"](\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1631632540\/www.steelcase.com\/2021\/09\/14\/21-0165419.jpg\")
This ManpowerGroup area used to be filled with individual workstations. Now, it\u2019s supporting collaboration and connection.<\/figcaption><\/figure>\n ![\"\"](\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1631632544\/www.steelcase.com\/2021\/09\/14\/21-0165420.jpg\")
ManpowerGroup\u2019s outdoor terrace generated a lot of excitement with employees. It\u2019s equipped with comfortable seating and tables in addition to Wi-Fi.<\/figcaption><\/figure>\n<\/div>\n MA<\/strong>: To help Microsoft prepare for the future of work we began, pre-pandemic, an ongoing research initiative to explore and understand the Future Workforce by studying Gen Z youth.<\/span><\/p>\n
\u00a0This exploration has been shaped by three streams of inquiry:<\/span><\/p>\n
- \n
- How individual workers and the workforce at large is evolving<\/span><\/li>\n
- The differences in this evolution across cultures and regions<\/span><\/li>\n
- Design and planning implications for the workplace<\/span><\/li>\n<\/ol>\n
The pandemic has accelerated many aspects of work and workplace design, one is the desire for flexibility of where and when people work.<\/span><\/p>\n
The Project Outpost concept addresses worker needs discovered in our research and many of the emergent realities of Covid-19. Project Outpost is a new type of workplace that we are testing in several global locations. They are spaces designed to be in tune with a broader understanding of our employees where the work experience is also the family and community experience, hence we are developing a unique set of typologies that better meet the needs of our employees\u2019 work and life experiences.\u00a0<\/span><\/p>\n
Project Outposts are an addition to the ecology of places where employees can work and support our aim to meet them where they are.<\/span><\/p>\n
![\"graphic](\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1632142934\/www.steelcase.com\/2021\/09\/20\/21-0165512-1.jpg\")
Microsoft\u2019s Project Outpost concept adds to the ecology of places where people can work to meet the needs of people\u2019s work and life experiences.<\/figcaption><\/figure>\n EV<\/strong>: To meet the new needs emerging from hybrid work, we spent the summer testing a range of spaces and technology experiences across nine different prototypes from individual to large group collaboration sessions. We tested formal meeting spaces for 4-6 people with closed doors, video conferencing, multiple displays and white boards to support generative work.
\nWe also prototyped informal ancillary spaces that previously may not have been considered a hybrid work environment. They\u2019re designed to look and feel more like your living room with the primary purpose of supporting distributed conversations. We invited people to submit feedback via a QR code and conducted interviews with people who used the spaces.<\/p>\n\n![\"\"](\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1631632736\/www.steelcase.com\/2021\/09\/14\/21-0165392.jpg\")
This Steelcase prototype team space allows people to move remote participants around so they are not always \u201con stage\u201d and are more naturally engaged in the generative discussion.<\/figcaption><\/figure>\n ![\"\"](\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1631632747\/www.steelcase.com\/2021\/09\/14\/21-0165404.jpg\")
This Steelcase prototype is an informal, shared space equipped with video conferencing and microphones positioned on both sides of the seating area to improve sound quality.<\/figcaption><\/figure>\n<\/div>\n CC: Key concepts informed all nine of those prototypes. Can you share those and how they manifested themselves in the spaces?<\/strong><\/p>\n
EV<\/strong>: Our three key concepts are equity, engagement and ease. Equity is about allowing remote teammates to get off the display \u201cstage\u201d and mix in with their in-person counterparts. Engagement speaks to designing human and engaging experiences across a range of settings. It\u2019s important to arrange people and content to ensure more equal participation and to separate people and content when possible. Finally, ease refers to creating a variety of intuitive virtual and physical experiences, making it easy to navigate from one type of meeting to another.<\/p>\n
![\"\"](\"https:\/\/images.steelcase.com\/image\/upload\/c_limit,dpr_auto,q_70,h_1024,w_1024\/v1631633162\/www.steelcase.com\/2021\/09\/14\/21-0165391.jpg\")
This personal space is being tested at the Steelcase Learning and Innovation Center. It\u2019s easy-to-use interface makes it simple for people to connect to the video conferencing technology, look remote team members in the eye and use a white board on the back wall.<\/figcaption><\/figure>\n CC: What results are you seeing?<\/strong><\/p>\n
KA<\/strong>: When we introduced \u201cWork Your Way,\u201d branch offices really embraced it. Yet, for those who\u2019ve been remote for long periods of time, we are now going through a whole new learning curve. We are piloting again with a new group of employees to balance individual flexibility with team and business needs. Different parts of your employee population are going to have different needs and it\u2019s important to listen as you implement change management.<\/p>\n
MA<\/strong>: The\u00a0Project Outpost\u00a0concept\u00a0is\u00a0sparking\u202fconversations\u202fabout how we\u00a0might\u00a0adapt our workplace design guidelines to be\u00a0even\u00a0more relevant to the\u00a0locations\u00a0and\u00a0work\u202fand life\u202fexperiences of\u00a0our\u00a0employees.\u00a0In a way, the idea of\u202fProject Outposts is unlearning and relearning what we do around workplace design.<\/p>\n
EV<\/strong>: Our employees are appreciating the range of spaces we\u2019re testing which gives them choice and control over where to work. Since people are now very comfortable with their own devices, we\u2019ve designed our spaces to let them control the meeting from the in-room devices or their laptop. We\u2019ve learned training and regular use are critical to people get comfortable with the space and technology. QR codes in the rooms help people learn or re-learn the techn. And we\u2019ve asked people to be hybrid champions, so they can spread knowledge about new hybrid settings with their teammates.<\/p>\n
CC: As we embrace hybrid work, how do you think culture needs to change?<\/strong><\/p>\n
KA<\/strong>: It is truly a balance of how you introduce more flexibility based on individual preference, but also keep a focus on what\u2019s good for the collective, the overall culture and the organization. It\u2019s about a blend of individual experience with the need for collaboration and connection. As my team has come back to the office, there are problems we have solved very quickly by being together in person. There\u2019s so much power to being together, but we\u2019re learning that hybrid is engaging our remote colleagues in Canada or other states in a new way.<\/p>\n
CC: How are you trying out new ways of working that give employees more control?<\/strong><\/p>\n
MA<\/strong>:\u00a0In addition to testing the Project Outpost office concept, our Digital Transformation team has been using the latest technologies to develop solutions that enhance user experiences within our new Hybrid Work Model. We\u2019ve developed a new meeting room concept that we call Empowered Meeting Room that provides a more equitable experience for in-room and remote participants.<\/span><\/p>\n
We have also developed a new collaborative space known as Dynamic Team Space that offers Hybrid Teams a bookable space with modular, configurable furniture and the use of Microsoft Surface Hubs and other technologies. We want to empower people to reconfigure these spaces and use them for different types of activities. <\/span><\/p>\n
EV<\/strong>: There\u2019s an expectation for our office spaces to work harder. We\u2019re creating high-performing ancillary spaces by bringing in new tools for hybrid work and providing barriers for visual and acoustic privacy to support focus work and better connections. Spaces also need to be more flexible, not only to support different work modes, but also multiple types of presence. And we\u2019ve seen an increase in empathy for the remote participant. Team members are more willing to communicate where they\u2019ll be working each day. If one team member makes the effort to come into the office, others will too. So, employees have more of an understanding of how to work better together.<\/p>\n
CC: As we test these prototypes, what are your thoughts about cameras on or off?<\/strong><\/p>\n
EV<\/strong>: My vote is cameras on. To better manifest equity, my perspective is you should turn your camera on to make sure the remote participant has a contextual view of the room and an individual view from your laptop.<\/p>\n
MA<\/strong>: I agree,\u00a0camera on is\u00a0especially\u00a0useful\u00a0at the start of\u00a0a\u00a0meeting\u00a0with new people\u00a0but it can also be useful\u00a0to have cameras on\u00a0in team settings such as the Dynamic Team Space.\u00a0An\u202faccessibility researcher\u00a0recently\u00a0shared with me\u202fthat\u00a0for neurodiverse people,\u00a0busy backgrounds or\u202flight flooding the\u00a0view\u00a0can be problematic. So, when it\u00a0comes to\u00a0the use of\u00a0cameras,\u00a0we\u00a0can be more inclusive by recognizing\u00a0personal choice.<\/p>\n
CC: How are you measuring what works and what doesn\u2019t?<\/strong><\/p>\n
MA<\/strong>: In addition to surveys and\u00a0social media\u00a0channels to hear from our employees, we are focused on\u00a0using emerging (persistent) data sources to understand workspace performance and behavior patterns.\u00a0So,\u00a0as we deploy new hybrid workspace solutions at scale, this\u00a0workstream will fill a gap in knowledge about how our teams work in a hybrid environment, informing our long-term workplace design,\u00a0office configurations\u00a0and services.<\/p>\n
KA<\/strong>: We introduced \u201cFeedback Fridays\u201d as part of our soft opening. It\u2019s the number one way we can ask people about what worked well, what needs to change or why they came in this week. Giving employees a voice has been really critical. We\u2019ve also watched engagement survey data and how often \u201cWork Your Way\u201d has been mentioned. And we look at space utilization data to understand when people come in the most and keep a pulse on that over time.<\/p>\n
CC: If our audience took one thing away from what you\u2019ve learned, what would it be?<\/strong><\/p>\n
KA<\/strong>: Know your influencers \u2014 those people who want to test, try something new and provide feedback. Those are the people who are most engaged and can help build and influence change within your organization. Then, it\u2019s not just coming from leadership.<\/p>\n
EV<\/strong>: Changes are inevitable. If you change how people are working, you have to change where they are working to be successful. And new types of spaces and technology don’t have to be overwhelming. It can start small with one room, or a set of spaces to test and invite employees to be part of the process. Testing with small groups in the office is a great way to get ready for what\u2019s coming and make sure you\u2019re ready to meet people\u2019s needs.<\/p>\n
MA<\/strong> – The future workplace will continue to look less and less like the past.\u00a0\u00a0We\u00a0don\u2019t\u00a0have all the answers, but we\u00a0can\u2019t\u00a0wait.\u00a0Continuing to\u00a0pilot, prototype,\u00a0and\u00a0test\u00a0is key\u00a0to preparing\u00a0for the future.\u00a0We will also\u00a0apply research insights and data analytics to\u00a0inform the design of\u00a0work experiences and new systems that support the needs of employees. If I have learned one thing, it\u2019s that we can\u2019t go far enough fast enough.<\/p>\n
\nAudience Poll Results<\/h3>\n
Throughout the live event, our audience of 966 participated in a variety of poll questions (answer rates ranged from 75-100%). You can view their responses below:<\/p>\n
Tell us what best identifies your role.<\/strong>
\n41% Architect & designer
\n24% Real estate and facilities management
\n13% Corporate strategy & leadership
\n16% Other
\n4% Human resources
\n2% Information technology<\/p>\nHave your organization\u2019s back-to-office plans changed in the last few months?<\/strong>
\n37% We\u2019re already back.
\n15% No. Our planned return is unchanged.
\n41% Yes. Our plans to return have been delayed.
\n2% Yes. Our plans to return have been accelerated.
\n5% Don\u2019t know<\/p>\nOf these, what is the biggest benefit from hybrid work?<\/strong>
\n59% Greater ability to attract and retain talent
\n21% Increased productivity
\n9% Higher level of engagement
\n6% Improved innovation
\n5% Stronger culture<\/p>\nOf these, what is the biggest threat from hybrid work?<\/strong>
\n54% Cultural erosion
\n30% Lower level of engagement
\n7% Less innovation
\n7% Decreased productivity
\n3% Less attraction and retention of talent<\/p>\nFor hybrid work to be successful, what does your organization need to improve?<\/strong>
\n28% Strong hybrid work culture
\n27% Clearly-communicated hybrid work policies
\n18% Hybrid collaboration spaces
\n12% In-office technology
\n9% Furniture and technology for working from home
\n7% Private individual spaces for hybrid work<\/p>\nWhen you\u2019re in the office, how much of your time is spent on video calls each day?<\/strong>
\n36% – 25% of the time
\n25% – 25-50% of the time
\n12% – 50-75% of the time
\n4% – Almost always
\n23% – I\u2019m not working in the office right now.<\/p>\nHow do you most frequently use video conferencing technology during your work day?<\/strong>
\n11% – One-on-one meetings
\n67% – Small group meetings (2-5)
\n17% – Large group meetings (6+)
\n5% – I don\u2019t use it frequently.<\/p>\nWhen using video conferencing, do you use your video camera consistently?<\/strong>
\n59% – Yes – Almost always
\n30% – Maybe – About half and half
\n11% – No – Almost never<\/p>\n
\n![\"headshot](\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_100,w_100\/v1631714535\/www.steelcase.com\/2021\/09\/15\/21-0165499.jpg\")
Kari Atkinson is the Vice President of Employee Rewards and Experience at ManpowerGroup \u2013 a leading Fortune 500 company delivering innovative workforce solutions. From modernizing the workplace through new ways of working to introducing new policies and benefits, she is focused on strengthening ManpowerGroup\u2019s culture and enabling the success of its employees.<\/p>\n![\"portrait](\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_100,w_100\/v1631638340\/www.steelcase.com\/2021\/09\/14\/21-0165418.jpg\")
Matt Ayres, as lead of workplace and innovation at Microsoft Global Workplace Services, brings almost 30 years\u2019 experience helping high-tech, future thinking companies to research, understand, and translate user needs into workplace designs that advance organizational objectives.<\/p>\n![\"black](\"https:\/\/images.steelcase.com\/image\/upload\/c_fill,dpr_auto,q_70,h_100,w_100\/v1631637990\/www.steelcase.com\/2021\/09\/14\/16-0061660.jpg\")
As director of WorkSpace Futures research and New Business Innovation for Steelcase, Elise Valoe leads a global design research and innovation practice developing insights around the future of work, worker, and workplace to fuel insight-led innovation in business strategy, products and employee experiences.<\/p>\n","protected":false},"excerpt":{"rendered":"In a time of uncertainty, how can leaders make the best decisions for their people and their organizations? Global leaders in people, place and technology share what their organizations are prototyping, measuring and learning.<\/p>\n","protected":false},"author":20507,"featured_media":695635,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"topic":[47678],"class_list":["post-698584","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","topic-hybrid-work"],"acf":[],"yoast_head":"\n
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The differences in this evolution across cultures and regions<\/span><\/li>\n
- How individual workers and the workforce at large is evolving<\/span><\/li>\n