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17 Reasons you should formalize your mobile, activity-based, or unassigned desk program. Plus dozens of tips for how to do it.

17 Reasons you should formalize your mobile, activity-based, or unassigned desk program. Plus dozens of tips for how to do it.

New research shows strong trend toward formal workplace policies around activity-based working, unassigned desks, mobile work, and telework. Here’s what you need to know.

Source: fmlink.com

If you've been running your workplace program without formal policies, practices, and training, this is a must read. It's based on a new benchmarking report sponsored by IFMA's Workplace Evolutionaries.

 

The 'Tips' section offers dozens of must-have policies and guidelines for:

  • Space usage
  • Tools and Technology
  • Remote or mobile workers
  • And more


WE:Hub are springing up all over the globe! Check the schedule for events in your area. 

WE:Hub are springing up all over the globe! Check the schedule for events in your area. 

WE is a truly global community and thanks to our WE:Hubs the list of local events continues to expand.

Source: we.ifma.org

Come to one of our great local events:

 

Date/Time Event 07/26/2018
5:30 PM - 7:30 PM WE Hub NYC Cocktail Party
Allsteel Showroom, New York NY

WE NYC HUB Event

07/31/2018
3:45 PM - 7:30 PM William Blair Tour & Case Study: Leveraging Performance Metrics to Impact the Workplace
William Blair, Chicago Illinois

WE Hub Chicago Event

08/01/2018
4:00 PM - 6:30 PM WE: Hub Southeast Wisconsin Launch Event
Eppstein Uhen Architects – Rooftop Terrace, Milwaukee WI 

Hub Launch

08/05/2018
4:00 PM - 7:30 PM WE Hub SoCal Wine Tasting
Long Beach Yacht Club, Long Beach CA

WE Hub SoCal Event

09/19/2018 - 09/21/2018 WE Finland transdisciplinary workplace research conference
Tampere University of Technology, Tampere 

WE Finland and the Transdisciplinary Workplace Research (TWR) network welcomes participants to the 1st Bi-annual Conference on work environment research

09/26/2018
9:00 AM - 4:30 PM September UK WE:Hub: Smartworking Summit
Smartwork Summit, London 

September WE:Hub UK: Owning the Mindset Change


Don’t miss the July 14-15 WE/CREC INNOVATION WORKSHOP – Designing for the Experience (Nike Campus, Portland OR)

Don’t miss the July 14-15 WE/CREC INNOVATION WORKSHOP – Designing for the Experience (Nike Campus, Portland OR)

Members of the WE and CREC communities are collaborating to design a unique, experiential conference that engages participants around the challenge of: Designing for the Experience.

Source: we.ifma.org

Important Details:
Where: Nike Campus in Portland, OR
When:  July 14 -15 2016
Cost:    $299; limited to 90 attendees

What is the Innovation Workshop?

Members of the WE and CREC communities are collaborating to design a unique, experiential conference that engages participants around the challenge of: Designing for the Experience.

The conference will spark a dialogue on various forms of disruption – digital, customer demands, finance, worker preferences – facing our industry and their impact on how we design to meet evolving demands.

Expect to experience conference disruption in various ways and to interact on how the shake up changes your own perceptions and practices!

Why Attend?

Now is the time for this special event! “WE|RE in a moment of tremendous and diverse disruptions.”  How do we think, interact and react in order to Design for the Experience?

Participants will benefit from a new conversation that talks differently about the impacts of disruptions on how we design for the experience.  Different tracks will enable active, thought-provoking learning to take back and apply in your daily work.

 

 


A comprehensive and proscriptive report on job loss due to automation from McKinsey

A comprehensive and proscriptive report on job loss due to automation from McKinsey

Demand for technological, social and emotional, and higher cognitive skills will rise by 2030. How will workers and organizations adapt?

Source: www.mckinsey.com

If you or your clients are worried about how automation will impact the future of jobs, this 84-page report is a must-read. It includes breakdowns by industry, geography (US vs Western Europe), and extent of adoption. 

 

It devotes many pages to what organizations are doing to prepare. Key strategies include:

  • More continuous learning
  • The creation of new business units
  • More cross-functional collaboration
  • More agile ways of working
  • More team-based work

 

Dividing organizations into three buckets: extensive, moderate, and limited adopters of automation, it reveals substantially different views of the future world and in how each group is preparing for it. Of concern, is that the slow adopters will not invest in the preparation strategies outlined above and that, at the macro level, will create significant economic hardship for the most vulnerable.


A wellness program with bragging rights—It can work, but it has to run deep

A wellness program with bragging rights—It can work, but it has to run deep

This Palm Beach hotel has some of the happiest employees and guests in America. That's because they've made wellness a business imperative.

Source: slate.com

Wellness programs get mixed reviews, but Breakers Palm Beach, an upscale Florida resort, shows they can work. The bragging rights they've earned with their programs includes:

 

  • A 4:1 return on investment based on healthcare savings
  • Turnover that's 55% lower than peers
  • A 30:1 ratio of applications received to jobs posted
  • 92% of employees calling it a great place to work

 

The difference, according to Leigh Stringer the author of this Slate article, lies in management's deep commitment to the belief that happy employees make for happy customers.

 

Support for its broad-based health and wellness programs comes from the very top of the organization, the family who owns the resort and its top executives. It takes more than just offering gym privileges, flexible hours, and remote work options, reports Stringer. It takes a culture that gives employees permission to take advantage of the offerings.  


New study establishes link between autonomy, mental health, and turnover2

New study establishes link between autonomy, mental health, and turnover2

The objectives of this study are to 1) examine the direct effect of psychosocial work characteristics (as measured by job autonomy and work-related pressure) in relation to self-reported psychological morbidity symptoms and early retirement retentions, and 2) to investigate burnout as mediating variable of these postulated associations. The study involved 593 NHS consultants (Male = 63.1%) from hospitals in England, Scotland and Wales. 

The study concluded that high job autonomy negatively predicted anxiety, depression, and intention to retire. While this may be intuitive to those familiar with the link between autonomy and employee engagement, this offers additional fodder for the argument against micromanagement and in favor of performance-based outcomes.


GSA’s free “Buildings and Health” tool offers a wealth of research

GSA’s free “Buildings and Health” tool offers a wealth of research

GSA's Sustainable Facilities Tool was designed to help federal agencies and the general public build and buy green.

Source: sftool.gov

GSA's SFTool (Sustainability Facilities) just got better with the addition of four new tools:

  • The Buildings and Health Module highlights the financial benefits and shares best practices in making buildings healthier for their occupants 
  • A synopsis of how biophilia impacts health outcomes
  • A primer on Circadian Light
  • An interactive Health and Wellness Guidance Crosswalk which provides an easy-to-use way to compare sustainability and wellness rating systems across a broad range of criteria

The site also offer a wealth of research citations and additional resources all for free (well, sort of, if you don't count your tax dollars.)


BCG shares takeaways about disruption from European Leadership Summit

BCG shares takeaways about disruption from European Leadership Summit

"About 100 senior Euro 500 executives from 13 countries convened in Geneva for BCG’s ninth European Strategy Leadership Summit. The theme—“The Beauty of Disruption”—challenged participants to see disruption as a friend, not a foe."

Of the group:

  • 95% reported that their businesses had been affected by disruption
  • 60% named new technologies and business models as the primary types of disruption they face
  • 60% describing their organization’s ability to adapt to it as average or worse

Source: www.bcg.com

The key takeaways for surviving/embracing an increasingly disruptive world included:

  • External innovation (partnering with stronger innovators) is emerging as a trend as only 21% of organizations felt they had the internal talent.
  • Digital transformation that is taken on proactively has a 50% higher ROI than doing it reactively 
  • Emerging market leaders are embracing digital more aggressively than those in developed markets
  • The pace of change will narrow windows of opportunity for exploiting new products and services
  • Organizations must shift from product-based value propositions to digital ones; from global supply chains to local globally-integrated ones, and from standard global offerings to more regionalized approaches.
  • Embrace AI, which the article describes as 10% algorithm, 20% technology, and importantly, 70% business processes.


Employers finally seeing the value of better work-life balance; summer Fridays offered by over 4 in 10 

Employers finally seeing the value of better work-life balance; summer Fridays offered by over 4 in 10 

"The hands on the office clock always seem to move a little slower on a Friday afternoon. Especially during the summer. Outside, it's gorgeous, and the last place anyone wants to be is stuck inside an office, waiting for 5 p.m. to finally start the weekend."

Source: www.cbsnews.com

Wow, the article states that 42% of Fortune 1000 companies offer "summer Friday, twice as many as just 2 years ago. 


Oxford Economics study explains why leaders aren’t addressing office noise

Oxford Economics study explains why leaders aren’t addressing office noise

How smart companies are rewriting the rules of the open workplace

Source: www.oxfordeconomics.com

This study of 600 executives and 600 employees shows a big disconnect between how each group sees the problem of office noise. While only 35% of executives say noise reduces their employees' satisfaction and productivity, over half (50%) of employees say it does. The report suggests the problem may lie in the fact that executives don't feel the pain. Sixty-two percent still have private offices, compared to only 14% of employees. 

 

The study also uncovers the need for better remote work tools, technology integration, and a clearer understanding of work-life boundaries.


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