By CHRIS LEWIS
Co-Authored by Chris Lewis & Martin Laws
Even putting much of the hyperbole to one side, 2020 is rightly viewed by many commentators as having seen a decade or more’s acceleration in the debate around the “future of work” and the consequences for the workplace, and specifically the office.
Looking back, the global COVID pandemic lockdowns led to the unprecedented adoption of new working norms and technology-enabled workarounds. And, crucially, we witnessed new levels and dimensions of both employers’ and their employees’ expectations around the how, when and where the critical talent in many organisations can feasibly work. It is difficult to think of any business sector that has not been impacted. As they emerge from the COVID pandemic and cautiously look to the future, every occupier is now facing their own and fundamental “so what…?” moment for their office space.
What is certain is that there has never been such extensive commentary, emerging research and active debate as we are currently seeing around this future of work topic. And cutting through this hyperbole may not be simple.
Every occupier, irrespective of scale, is trying to work out what it all means, what has worked, what is reversible or irreversible, what is worth keeping and even extending. And, fundamentally, what will be their own version of “new normal” going forward, that is specific and appropriate to their own operation, people, customers and culture.
The Quarterly Survey* of CFO sentiment published by professional services firm Deloitte in December 2020 highlights that the pandemic is set to trigger a fundamental change in the business environment, with an astonishing 98% of the CFOs polled expecting flexible working to increase, with a five-fold increase in home working expected by 2025.
The enforced remote working of the COVID pandemic has shone a harsh spotlight on how well the modern office delivers what should be its primary purpose and measure: how well it enables and supports talented individuals to deliver their critical contributions to their organisation’s success.
With the physical workplace ripped out of the traditional work equation by the pandemic, all of the other factors that drive contribution have become more visible: the capability of enabling technologies; the quality of leadership, management and communication; the clarity and robustness of key business processes, collaboration and dependencies; the recognition of each individual’s willing contribution without presenteeism; their personal wellness, drive and commitment when allowed to better balance their personal and working worlds; and an employer’s understanding and acknowledgement of each individual employee as a person, their specific personal circumstances, their flexibility.
So as the business world prepares to re-enter the workplace, after a year in which many will say that the proverbial wheels of business didn’t actually fall off without the office, there will be some very tough questions asked of this expensive business asset (liability..?) as to what was actually missed by its absence and, as such, how should the many lessons learned be critically redefining its future purpose?
Currently no organisation can reasonably expect to fully understand what their future “steady state” way of working will look like. Many are still just adapting as best they can to their lockdown-induced hybrid workplaces, fire-fighting with limited-occupancy and socially-distanced offices, still with onerous restrictions on any human interactions within. Indeed, the best examples of free-flowing, collaborative workplaces are a bizarre anathema in a world where sealed isolation and physical barriers between souls are currently our welcome security blanket.
And this interim and inevitably inefficient occupancy model will make it hard for many to see what their ideal workplace of the future could potentially be beyond the current nightmare.
But now is absolutely the right time to be starting the debate.
The pandemic experience has torn through the status quo thinking of every element of the workplace. And, for forward-thinking organisations, the lessons learned will prove to be the solid foundations that will define their future talent, workplace technology, location and physical workplace strategies. Creating spaces and practices that are fit for the future, developed with a level of experience and foresight that this pandemic has unexpectedly allowed.
But there cannot realistically be a “one-size” solution. What is indisputable is that the spectrum of expectations has dramatically extended around the “how, where and when” people would like to work post-COVID. Agility is here to stay, but it isn’t necessarily for everyone, be that through choice or circumstances. It has however become one of the most important aspects of this whole enforced experience and the effects will be long felt. But they are also nuanced.
Increasing levels of employee agility have been here for some time for many, and so the real implications may be an evolution of already existing policies, rather than a true workplace revolution. That is perhaps reserved for those who, pre-2020, were not yet fully “bought into” the concept of workplace agility and employee mobility. For this cohort, the impact of COVID on their businesses and their consequent approach to, need for and expectations of their workplaces could be profound.
Prime Minister Boris Johnson was recently expounding his view that UK urban business districts will swiftly bounce back, as workers will be eager to emerge from their lockdown remote working routines to again enjoy the social interaction and integration of “the office” and of our cities. And commentators seem to agree that, in the short-term at least, we will likely see the needle swing strongly towards our wanting to enjoy “how it used to be”. But then the emerging surveys of many thousands of workers are already beginning to starkly indicate that, notwithstanding any initial desire to get back to the office, the medium-term outlook is strongly erring towards an expectation of a remote / office balance for many. Will that play out as 50/50, 60/40, 80/20? There is much work to be done to get to that answer.
And there are many interesting dimensions to these emerging preferences;
Not withstanding these new expectations around the “how, where and when” people would like, and indeed now feel fully able, to work post-COVID, the office is alive and well and biding its time ready for its post-COVID revamp. But how the office will be consumed and used going forward has irrevocably evolved with the experiences of the past year. How occupiers will now choose to embrace and apply those lessons feels like a unique moment of opportunity.
So, if we accept the hypothesis that the office is still important but that its primary role is looking different, then it provides for a fascinating and fundamental debate that goes far beyond just property. Indeed, the physical property solution – whatever that may look like – is in many ways likely to be the easiest piece of this “new normal” workplace conundrum.
It will be the breadth, depth and ambition of each organisation’s individual debate, spanning multiple facets of its culture, strategic priorities, leadership styles, talent agenda, operating model, financial priorities, technology ambitions and many others, that will all inform and enrich a collective and integrated strategic vision for its own future of work and “new normal”. Only armed with this vision can any organisation then define the workplaces it really needs, how much it needs, where it should be located and how it will be used.
Let the debates begin.
*Deloitte CFO Survey Q4 2020 www.deloitte.co.uk/cfosurvey
About the authors
Chris is an Equity Partner & Head of Occupier Advisory, working with a myriad of clients from across sectors in varying stages of growth and development.
Martin is an independent Executive Coach, specialising in helping Boards to understand the implications and opportunities of the evolving “future of work” debate, building on his 20+ years as a Partner within professional services firm Deloitte.
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