Step 2: Shift from headquarters to hub & spoke mindset with footprint optimization
No longer is the traditional office environment desirable in this post-pandemic environment. During the pandemic, organizations moved to the other end of the spectrum with a fully distributed workforce as employees worked from home. Nor do many find a fully distributed workforce entirely desirable. We believe that many organizations will choose an option somewhere in the middle of the spectrum, depending on their individual business requirements.
One size does not fit all. Organizations will consider the multi-generational, diverse workforce while planning for future workplaces, ultimately delivering flexibility for employees in how and where they work. Many organizations are shifting their thinking from a headquarters to a hub & spoke mindset and optimizing their overall footprint in the process.
From headquarters
to hubs:
the model
range
TRADITIONAL HEADQUARTERS | Majority at central location, minimal remote
Large, centralized location with few remote workers or remote work policies in place. Individual work points are typically 100% assigned with little to no desk sharing. Some hoteling work points may be provided.
CENTRAL HUB | Minimal at central location, majority remote
Hubs serve a different intent. They are more like concierge spaces or campuses – used as needed as a place to connect, collaborate, learn, socialize and be supported. No longer a “warehouse of workers,” the fluid design provides spaces for collaboration and teamwork, all-hands meetings, onboarding, in-person learning, training, happy hours, collaboration toward deliverables, client engagements and support services that fill the needs for human connection within an agile, highly-flexible, smaller footprint. A central hub serves as a central location or campus with the potential for a footprint reduction of 30-60% compared to traditional headquarter designs in this post- covid environment. They are set up for a diverse level of remote work participation, connectivity, abundant meeting and social spaces, limited (if any) assigned seating and, ideally, enhanced building amenities.
Note: the campus/hub can deliver a 20-40% footprint in the pre-covid environment
HUB AND SPOKE | Some at central location, some at flexible location, some remote
A hub and spoke model offers a central location in conjunction with distributed workspaces, say in suburban, nearshore or offshore locations. This approach is gaining traction as organizations reconsider the density and safety considerations for their employees. It is also highly responsive to the desire for flexibility as voiced by employees today. Spoke locations reduce employee commutes to a central site where employees can work from near home or alternately, move their home to more affordable options. The spoke approach can furthermore help employees to gain the sacred “work-life” balance.
Benefits: Tap talent anywhere, employee productivity, re-invest real estate budget elsewhere, reduced commutes & schedule flexibility enhance employee wellness, mitigate environmental impact, empower employees when a choice is provided
Challenges: Developing & nurturing culture, working remotely may inhibit engagement, hands-on learning and mentorship if not properly managed, loneliness and connection to co-workers, one size does not fit all, asset management beyond office walls, client and customer interfacing
FULLY DISTRIBUTED | No locations, all remote
Completely distributed workforce with no physical office presence. Most if not all collaboration is performed virtually. Organizations may occasionally charter offsite venues as needed for physical interaction.
