The Evolving Flexible Workplace

How flexible is your organization? Using a rubberband as a measurement tool, how far would you say the band would stretch? The image of rubberbands, both whole and broken represents where organizations are on the return to office and remote work continuum.? It has been 42 months since the first state declared a state-wide emergency from the coronavirus.?On March 4, 2020, Governor Newsome of California declared a state of emergency due to the spread of the coronavirus. The pandemic-related events that unfolded throughout the world seemed apocalyptic to some and prophetic or revelational to others.

Our whole existence as we knew it had changed forever and is still changing. Businesses scrambled to manage their remote workforce logistics. Some companies found themselves having to ease the financial burden employees incurred from adjusting to the impromptu change.? Personal and work lives were blurred by the pandemic, causing imbalances between personal and work obligations, causing illness, and increased mental and physical stress.

Employers leaned into this evolving workforce transition through the use of BYOD policies and work models for essential workers, providing stipends to remote workers for office supplies, equipment, furniture, or computer-only policies which deemed that any equipment taken home for the purpose of work was still company property. Many employers allowed their employees to alter their schedules to help them manage work, life, and care for themselves.

Beyond work-life balance, the debate over the length of the workweek and modality has continued locally, nationally, and globally. On the surface, I believe that most of us have thought about these issues from several perspectives. For example, control, trust, security, cost, productivity, and relationships. For instance, how can managers manage people that they cannot see? How can managers feel confident that work is getting done? How will data be secured if an employee is under the BOYD policy or working remotely? Is company data still secure on mobile devices? While hybrid work schedules offer more flexibility, what does the company do about its building lease obligations? How can employees be developed virtually?? How might a manager’s role need to change to be able to address multiple and diverse staffing issues? According to a CNN interview with Alexi Robichaux, Co-founder and CEO of Betterup, “today if you’re a manager, you’re wearing multiple hats” to address the issues surrounding the new work models which are much deeper than work schedules and are worthy of open and honest discussion.

Two years ago, I worked with a global client leading a consulting project. During a meeting with one of the leaders, I learned that their organization valued time off for their employees and allowed them to schedule it whenever they needed it. Their model was unique. I learned from another leader at the same organization that she had not worked in a traditional office with regular hours for about 20 years. Having to work in a traditional office was a foreign concept to her.? This type of work model is not ideal for all industries or businesses however, it is effective for this company. What I like about this work model is that they are adept at connecting in meaningful ways and then dispersing again. This practice of collaborating and dispersing is playing a role in current workplace redesigns as designers rethink the use of office space. This organization has a virtual workforce that is distributed throughout several countries. Their work model affords them much flexibility and significant operational cost savings since there is no central physical office to go to rather, various global hubspots where they can connect for business purposes and then disperse again.

These new workplace models require flexibility but also nimbleness to change with the needs of the market. In fact, I am amazed as I explore the city of Philadelphia how co-working spaces are being cleverly woven into neighborhoods making the workplace within walking distance for some. Spaces outside of buildings are being designed to connect people and create more green spaces.

Inside some buildings, there is a trend evolving towards flexible workspace which is termed “dynamic office”. A few key characteristics of the dynamic office are that the space is intentionally designed to be purposeful, multifunctional, and efficient. Leasing arrangements will become more flexible. Employers may choose to utilize space and reconfiguration advisors to ensure facility usage efficiency. Other key characteristics of the dynamic office include space for mixed-presence meetings and geographically dispersed teams. This means that space will need the appropriate technology and equipment to connect those who are in-person, and working remotely, both locally, nationally, and globally. Lastly, the dynamic office will be designed so that collaborative and focused work can be done in the same space.

?While virtual work does have its risks and downsides such as the potential loss of billions of dollars in leasing and investment revenue and the potential for work-life imbalance,?office space is being reassessed in unique ways. One way is by repurposing building rooftops. Another way that office space is being reassessed is through the use of Metaverse technology which allows traditional office space to be reimagined as well as how workers can collaborate and be engaged in the Metaverse space.?

The marketplace demands real-time change and is demonstrating that it waits for no one. Early adopters recognize the necessity to embrace a fluid adaptation approach to operating their businesses to stay competitive. By doing so, they position themselves as flexible and responsive to evolving market demands.

References

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