THE X FACTOR
Taking an X Factor approach
The design of the overall employee experience involves a sophisticated process and evolves in real-time. We have included (below) our simple, five-step X Factor process to gauge the current workplace situation and any inherent opportunities for value generation:
X Factor Workplace design
01. Project mobilization
02. Workplace research and assessment
03. Findings and recommendations
04. Conceptual design
05. Technology assessment
01. Project mobilization
Mobilize all resources, documents and team members involved in the process
Diverse perspectives create better outcomes. That’s why this step typically includes a combination of real estate, human resources, technology teams and data sets. We also recommend that cross-generational demographics are represented in the core project team to ensure diverse points of view across multiple elements will inform the process.
02. Workplace research and assessment
Conduct workplace research assessment
Clearly articulate the organizations current state and desired future stated workplace options. Some of the key items to assess include:
- Confirm business strategy, operations, vision and mission
- Assess current employee population including key roles, functions, demographics and tenure
- Identify work processes, performance metrics and outcomes relevant to the business
- Observe and document current workstyles, ways of working, workplace utilization, dynamics etc.
- Document KPIs including costs, real estate, etc. against industry benchmarks
- Engage with employees and key stakeholders through surveys, interviews, observation studies, workshops etc.
- Understand current IT program and strategy
- Understand current HR policies and strategies
- Confirm all policies for ESG, D&I, Wellness, Innovation, etc. that influence the workplace
Sample questions that Avison Young uses to advance these key findings and make recommendations include:
Few employees want to work in the office full time, five days a week. Most want some kind of hybrid environment with flexible work arrangements. Does this work for our organization?
Can we transform traditional processes and accelerate toward digital and modern approaches for our service delivery?
Do we want traditional offices, downtown, suburban, or remote ways of working?
Are our costs competitive and aligned with industry benchmarks? Are we efficiently using our space?
What about other important issues facing our business and future?
Can we be nimble and adjust to evolving requirements? Are we “future-proofed” from unexpected events?
How can we win the war for talent? How can we map employee journeys based on various workstyles to ensure we are considering the end user in this decision-making process?
Key requirements, measurable results, and defined outcomes are crucial toward understanding and winning the war for talent. Historic practices need to be carefully evaluated against market realities to ensure that our assumptions and decisions are carefully evaluated toward a successful solution.
03. Findings and recommendations
Advance key findings and recommendations based on the analytics.
Conduct options analysis for range of alternatives and share findings that identify KPIs and decision-making process. From there, identify business strategy and alignment with workplace design considerations. Advance a decision-making process and key criteria against which to evaluation options. Define the Employee Experience – both virtual and physical. Rank the core decisions and desired outcomes. Ensure process provides for flexibility, adjustment, mistakes and pivots wherever possible. Advance pilot studies to ensure employee adoption, and calculate impact across the organization.
04. Conceptual design
Advance concept designs for your post-pandemic workplace.
Engage key stakeholders through the process, develop test fits for sample spaces, use a wide range of tools and transform the workplace.
05. Technology assessment
Develop your technology strategy to support in-person and remote employees.
Empower employees to work anywhere, anytime, with anyone that they want. Ensure the virtual experience aligns with the in-office experience for a seamless workplace for all employees.
One size does not fit all
At Avison Young, we understand that one workplace solution does not fit all.
To thrive in this new paradigm, organizations require their own, tailored version of the workplace based on overall employee needs and business requirements. This customized process allows Avison Young to guide organizations to fully understand the options and opportunities to future- proof the work environment and workplace.
Explore the X Factor
