Never have we seen a bigger shake-up of the workplace as we have in the past two years. With that shake-up comes lots of uncertainty for commercial property owners. Business leaders want to substantiate the decisions they are making, ensuring that ultimate efficiency and usage of space is achieved and to do that, they want to make decisions backed by evidence. Enter workplace data.
Freight and Logistics is currently going through a period of extensive change and growth. Pandemic-induced online spending is up. In fact, there was a 57 per cent increase in online shopping in 2020 compared to 2019. Customer expectations are high, individuals and businesses want things delivered yesterday and at the lowest possible cost.
Freight and logistics employees are subject to a unique assortment of health and wellbeing risks in their working environment, including isolation from family, friends and colleagues, long working hours and shift work, the possibility of critical incidents, sedentary roles, fatigue and sleep deprivation.
Hybrid workplaces are now the working norm for many of us. And implementing a hybrid workplace model can help boost collaboration, efficiency and productivity across teams, whether they are working onsite or remotely.
The hybrid workplace model offers increased flexibility, improved employee morale, and reduced operational costs. It gained momentum during the COVID-19 pandemic as companies adapted to remote work and realized its benefits. To ensure success, it's essential to maintain clear communication, provide the right technology, and foster a culture of trust and accountability.
The percentage of Australians working from home has jumped from eight per cent to forty per cent and productivity has endured. Many organisations have reimagined the way they operate which presents its own set of unique challenges. When implementing an effective hybrid workplace policy, striking the right balance between working remotely and in-office requires careful consideration.
The hybrid working model affords greater flexibility and freedom for staff but it’s essential that productivity, engagement levels, and inclusive working culture is maintained, in and out of the office.
There are many questions that employers have relating to hybrid workplace policy, implementing the right tech for efficient and effective workflow, and ensuring that productivity levels are upheld.
To help answer these questions we spoke with business and leadership expert Mandy Holloway. Mandy is the Co-founder and Owner of Courageous Leaders and her empathy-based approach to business leadership has helped mobilise different organisations to boldly rise to challenges and embrace them in their stride.
Through meaningful communication and understanding of employees, Mandy believes that organisations can inspire successful working environments, both face-to-face and virtually.
When employers actively trust their staff, they are more likely to perform better. Mandy believes that leaders “have to embrace what it means to be a leader, which means empower people, trust people. You don’t need to see that someone’s sitting there to prove that they’re actually working.”
Policies for flexible working
The hybrid model is effective in future-proofing the workplace. Many studies conducted since the pandemic began show that working flexibility catalyses employee engagement, productivity, and positive wellbeing.
Organisations that welcome hybrid workplace models are more likely to retain staff through giving them the option to work from home or in the office, or even allowing them to modify work hours. What’s more, creating a safe office environment that adopts adequate social distancing is paramount for organisational leaders and promotes the health and safety of everyone in the office.
Incorporating flexibility into workplace policies by giving employees options provides them with a sense of empowerment. Through doing this, you’re “giving people accountability. So as a leader with responsibility, you want your people to take accountability for what you’re empowering them to achieve. There must be a high level of trust and belief from the top leadership team,” says Mandy.
The right tech to support staff and aid productivity and efficiency
Organisations need the right tools to successfully manage change. Staff will need support when implementing new technology into working practices and to revitalise collaborative working cultures.
Encouraging learning opportunities will give everyone the chance to understand the tools and tech they need whether they decide to work in or out of the office. It is essential for organisations to address any gaps in understanding the technology involved in creating seamless, hybrid working environments. It’s also critical to review existing tech and processes.
Employers need to ensure that every staff member has exactly what they need to work effectively and to organise or stagger their in-office working days, all the while supporting digital inclusion. For example, implementing flexible desk/space booking platforms helps to carve a smooth path to hybrid working for organisations.
Change management is a work in progress. Once people have settled into the new way of work and balancing days in and out of the office, it’s important to evaluate the hybrid model’s impact to see how your organisation is tracking and to sustain the model’s long-term benefits.
Employers should consider the individual, team, and organisational impacts. Are staff able to successfully complete their work? Are teams able to communicate and collaborate easily? Are the organisational changes working as intended? What areas can be improved?
Mandy believes that change management is as much about processes, as it is about bringing compassion “as well as information to support staff to transition from where they are now to where they need to be in the future. This creates a safe and powerful team.”
“And as leaders, we need to lead people to be able to make the best decisions to create these outcomes.”
The future is here and now. Australian workplaces are transforming at a rapid pace and the significant changes that come with this historic time are testing the ability of organisations to tackle challenges. The changes are gaining momentum and that’s why being prepared is more crucial than ever.
So evolve, be open to transformation, and understand what the future of work means for everyone. Read our eBook: Wellness and Wellbeing in workplace design and strategy, to help you better navigate through these revolutionary times in the working world.
The freight and logistics industry is facing many challenges including attracting and retaining top talent – particularly as the Millennial workforce typically looks to other industries for fulfilment. That’s where the destination workplaces come into play, giving F&L organisations an appealing edge.
Traditionally characterised by an aging workforce, filling positions with younger employees has become an accelerated requirement of an industry which sits within a competitive business landscape. While the F&L industry is not typically coveted as the most desirable, thanks to creativity, innovation, and collaboration, this is now starting to change.
What’s more, growth in the F&L industry has continued to rise at such a pace that skilled workers are necessary now more than ever. There is great demand for great talent, including tech-savvy personnel and automation engineers. These skilled digital operators will be the catalysts for helping reshape and reinvent the F&L industry.
To attract these kinds of employees into the F&L industry, organisations must embrace the future by incorporating modern methods of working and environments that aid workplace motivation and productivity like the destination workplace.
The destination workplace requires careful consideration and meaningful planning, including the physical office layout, furniture, and equipment. You want to attract the best? You’ve got to offer the best.
A destination workplace is more than just a place employees ‘have’ to come to in order to perform their job. Rather it is an environment that employees want to come to and enjoy working in. It’s much more than just desks dispersed around an office; rather, they’re workplaces that reflect the physical, cultural and social needs of the staff. With this kind of finger on the pulse of employee wants and needs, team morale is boosted increasing the overall work product. Applying the right workplace strategy to your organisation will allow employees the autonomy and flexibility to feel valued and appreciated in the workplace.
Finding perfect equilibrium between working functionality and creativity is key to forming the ultimate destination workplace. This could take many different forms such as a social hub with a café-esque setup, an office gym or workout space, or an innovation zone with cutting-edge interactive tech and a blend of relaxed, comfortable seating. Maybe even some thought-provoking, and inspiring wall murals. The only limit is that of your workplace design partner’s imagination.
The F&L Industry needs working environments that are both purpose-built for the demands of today and the future, meaning the ability to adapt to advances in the industry is fundamental. Driving workplace strategy and design that better motivates employees will naturally compel the kind of skilled labour the industry calls for.
But it’s more than a pretty face. Workplace design and strategy supports not only the aesthetic appeal of the office fit-out but importantly, the framework that can improve workplace output, efficiency, culture, health and wellbeing.
Quality workplace design and strategy will not only attract, but help to retain the talent your F&L organisation needs to cultivate positive and productive working experiences that staff can feel comfortable in. This can even facilitate innovation, growth, and business resilience in the face of competition and demand.
Millennial workers are increasingly drawn to companies that encourage employee health and wellbeing in the workplace.
But progressive F&L organisations are doing more than paying lip service with an on-paper wellbeing programme – they are showing their commitment to employee health by actioning initiatives that make a clear impact. For example, encouraging a healthy lifestyle can be as simple as providing sitting-standing workstations, subscriptions to meditation apps, providing access or perks for healthy food outlets along freight routes, introducing more staircases in the workplace, making use of natural light, and utilising outdoor spaces where possible.
Studies have shown that these measures can drive stress down and positively impact the mood and attitudes of staff – all of which contribute to optimal productivity. A workplace fit-out that interlaces practicality with creative consideration attracts the top talent.
People are increasingly sympathetic to social and environmental issues. Freight and logistics organisations that work to regulate their own impact and actively support constructive environmental and social governance (ESG) are the same ones that quality talent will be more inclined to work for.
By incorporating ESG in the workplace, organisations can do their bit for a greener planet while also aiding employee connection, commitment, and creativity and in doing so, drive results. Allowing employees to engage with a positive purpose, extending beyond the parameters of their individual role, marks a leap in the right direction for organisational success.
It’s what everyone wants. In fact, studies have shown that 50% of Australians feel that they are less likely to leave their jobs if their place of employment offers flexible working options.
Flexible working environments can support a more collaborative, team-centric working experience that’s equal parts functional and innovative. Many studies have found that flexible work arrangements can also accelerate organisational productivity.
Effective workplace strategies considering the future of work can connect employees in the physical office to their remote colleagues with the right tech in place – like video conferencing, communication software, and space booking software that’s all reliable and easy to operate.
In this way, organisations can inspire autonomy and trust which is especially attractive to younger generations who value the freedom and flexibility that technology affords.
Young, skilled-up talent are looking for a modern and inspiring environment that’s built for speed and agility. F&L organisations must cater to this to ensure that they’re future-proofing their company and are equipped to retain talent. Be a proactive player in the growth and demand of the F&L industry with the right tools in your kit. For effective workplace design for your organisation, find a strategy-focused workplace design partner to help.
