Insights from the forefront of future of work thought leadership

Around 59% of people say they’re disengaged from their jobs and this can lead to a barrage of challenges, including staff burnout, lower employee retention and major impediments to company productivity. When staff are engaged, they’re better equipped to fulfil their tasks, remain motivated and display company loyalty. To ensure that your employees remain engaged in their role and committed to your company’s greater mission it is fundamental to keep up with the evolving workplace expectations. 

In part 2 of this blog series, we break down the emerging workplace expectations and how organisations can better manage employee engagement to keep up and stay ahead.  

Creating a workplace as a service

Like its distant cousin Software as a Service (SaaS), Workplace as a service (WaaS) is driven by technology developments and evolving business demands but is focused on the work environment specifically. WaaS comprises cybersecurity, cloud services, software and hardware like laptops, printers, monitors and phones - so, everything an organisation and its staff needs to function in a workspace. Rather than being bought, these are leased by service providers. 

Not only does this offer greater data security, reliability and budget transparency, but this also takes employee flexibility to new heights which in turn, attracts top talent and caters to all working styles. This model allows companies to have a productive, tailor-made space that aligns with the needs and culture of the organisation. 

Neurodiverse spaces 

Many business leaders are well acquainted with the advantages of having employee diversity spanning across culture, gender, and disciplinary training. Perhaps lesser-known but equally advantageous are the benefits organisations can gain from neurodivergent talent as they bring fresh perspectives to a company’s mission and can recognise opportunities through a new lens. So, designing workplaces that nurture neurodiversity not only allows talent to feel included and function well, it’s an all-important aspect of good business. 

Workplaces can be designed to be inclusive of neurodivergent talent; from simple and intuitive wayfinding, to sensory stimulation, to the thoughtful use of colour and light, to limiting noise-induced distractions through considered acoustics. 

Hybrid working 

Now a widespread workplace expectation across the country, employees have taken a liking to hybrid working and have seen the merit in this model’s flexibility. In fact, 74% of the Australian workforce prefer working in hybrid environments. With this convincing figure, it’s imperative for organisational leaders to provide a variety of tools and resources that cater to both remote and in-office employees. 

This involves making technology, culture, security and company programs inclusive and accessible for each individual employee’s working needs. Value is best delivered through a workplace strategy that informs how to keep on-site and off-site teams motivated, engaged and productive. 

Smart buildings 

Again blending the physical workplace with advanced tech, smart buildings have revolutionised the role of the office to accommodate the workforce of the 21st century. And as tech-wise, Gen Z employees become an increasingly prominent percentage of the workforce, not considering what this demographic needs to be engaged and productive in their work would be a huge misstep for organisations. Smart buildings are an important tool for connecting employees and retaining them. The data obtained from smart building technologies provide insights into usage patterns and preferences and can include tech such as: 

• Real-time analytics of how people use spaces to help with the efficient and economical use of resources
• Lighting and temperature control so employees can choose a cool mellow space or a warm, well-lit area to conduct meetings or complete tasks
• Booking systems for tables or conference rooms, plus capabilities to sync schedules with other employees

Collaboration and social interaction 

Humans are inherently social beings. That’s why the efforts of creating workspaces that empower employee collaboration often bear fruit and contribute to surges in productivity. As much as 80% of businesses are already experiencing the business efficiency and process enhancing benefits of social interaction and collaboration. What’s more, this can also improve company culture and advance team faculties for critical thinking and problem-solving. Social interaction in the workplace can be achieved by establishing things like: 

• Central communication and social channels like Slack 
• Creating physical spaces with a variety of relaxed and comfortable seating options
• Investing in tools that aid collaboration and can securely perform data-sharing
• Creating a culture where ideas can be shared and where innovation is welcomed with open arms

As organisations contend for their relevance in the modern working landscape, it will no longer suffice to only manage workplace expectations - rather, it pays to exceed them. Pandemic or not, there were always bound to be transformational changes in the way we work and operate. The clincher then is to embrace the change, embody the willingness to adapt to evolving workplace expectations, and build the agility to respond to what the future holds in this space. 

The future is here

The role of the office is different, but it isn’t redundant by any stretch of the imagination. Businesses that recognise and prepare for this shift will remain attractive places to work. Explore more in our future of work in Australia guide.

The pandemic has changed workplace expectations, unlike anything that has come before. But the appetite for change existed well before Australia’s first confirmed case of COVID-19. 

In 2018, SuperFriend’s Indicators of a Thriving Workplace report surveyed 5,000 Australian workers from different industries. 1 in 4 reported high stress in their current role. Of these, 1 in 5 said they planned to leave their employer in the next 12 months. These pre-pandemic figures hardly paint the portrait of a workforce satisfied with the status quo. 

If the world was walking towards the future of work then – it’s sprinting now. Two years of unprecedented disruption have changed the role of the workplace. As the workforce takes its first tentative steps back into the office, businesses need to work hard to keep pace with these employee expectations. Those who fail to do so may struggle to attract and retain talent in today’s competitive job market.

Here are the main changes and how your business can adapt. 

Spotlight on tech and data 

Tech and data will both have a transformative effect on the role of the workplace. 

Technology is already making workplaces more effective. Think of the impact platforms like Google Workplace, Slack and Jira have had during the pandemic (that’s not even mentioning workflow software like Trello, Monday and Asana). This software has been instrumental in managing projects and breaking down information silos. Post-pandemic, the continued use of these platforms will mean more time for creativity and innovation.

With staff likely to work from home at least once a week, workplaces will evolve. Videoconferencing is a great example. Software like Zoom and Microsoft Teams have forever changed the meeting, WIP and catch-up. Hybrid working models cater for these technologies with bespoke meeting spaces integrated with these platforms, so remote staff aren’t penalised.

Data can also be utilised to drive workplace change. For instance, a company may realise that with hybrid working arrangements only 50% of the workforce is in at any one given time. The company would then be able to change to a hot-desking working arrangement and dedicate other space in the office to collaboration and creativity.

Focus on wellbeing

For employees who have grown attached to the lifestyle benefits of remote work, a focus on wellbeing is less of an added perk and more of a prerequisite. 

So, it’s encouraging to see businesses evolve to meet this expectation. 7 in 10 Australian employees now believe leadership places a greater priority on wellbeing. There is a range of benefits to be realised by this focus shift, from greater productivity to reduced staff turnover. 

It’s not fanciful to think of the workplace of the future as a positive space employees relish spending time in, rather than a space they return to with reluctance. To achieve this, business leaders and office designers need to consider a range of questions:

• How can the space maximise sunlight and fresh air?
• What measures are in place to encourage activity?
• Can the acoustics be changed to avoid excessive noise?

You can find inspiration in Axiom’s showcase.

Commitment to sustainability 

Just as voters are pressuring politicians for tangible action towards sustainability, so too are employees expecting greater commitments from their employers. 

A 2021 survey of over 1,200 Australian workers by Atlassian and PricewaterhouseCoopers (PwC) found that 74% of employees think businesses should be just as concerned with their social impact as financial results (up from 69% from the same survey in 2020). 

There are many ways businesses can demonstrate their commitment to sustainability, including:

• Going paperless
• Reusing items and having a recycling program in place
• Reducing energy with light-efficient fixtures and temperature regulation
• Adding plants and greenery to the office
• Working with sustainable suppliers.

The future is here

The role of the office is different, but it isn’t redundant by any stretch of the imagination. Businesses that recognise and prepare for this shift will remain attractive places to work. Explore more in our future of work in Australia guide.

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.

Wait, what is a destination workplace?

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.

How to attract top freight and logistics talent with a destination 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.

Workplace design

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.

Health and wellbeing

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.

ESG

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.

Flexibility

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.

“Hybrid work is happening. Your culture will need to catch up — fast.” (McKinsey)

A hybrid workplace includes a mix of on-site and remote work, whether on specific days of the week or by specific teams. Given that basic framework, building and maintaining a positive company culture is more complex than in traditional office set-up, as it needs to encompass the different dynamics of the hybrid work model.

So how do you create a strong company culture and employer brand within a hybrid workplace?

Workplace culture and employer brand are intrinsically linked. Culture creates your brand’s purpose and values. These values are reflected in the way your employees treat each other and interact with customers. How your staff feel about the company and brand not only influences their day-to-day working decisions but also comes across in every customer touchpoint.

A strong, positive and inclusive culture keeps employees engaged and connected, whether they are working onsite or remotely. And this will help them make decisions and interact with customers in a way that ultimately delivers your brand values and promise.

Here are some things to consider when creating a strong company culture and employer brand within a hybrid workplace.

Deliver consistent tools, services, and experiences

Creating a digitally inclusive workplace is critical in a hybrid model. You need to provide the same conditions and opportunities for all employees, whether they are working in the office, at home or at a different location. This means being able to level the playing field for everyone, and delivering consistent tools, services and experiences.

In a hybrid environment, it’s important to provide staff with technology that works anywhere and enables them to access files and applications as if they were working at their physical desk in the office. Make sure they also have equal access to the right tools and services to plan their work, collaborate with colleagues, and conduct or join virtual meetings.

Finally, there needs to be established and consistent work patterns or processes in place that guide employees to get things done efficiently and effectively. This helps create a unified work culture across individuals and teams, no matter where they are working from.

Communicate, then communicate some more

Communication is key in building company culture in a hybrid environment. It’s important to communicate better and more frequently with employees, whether they are working at the office or remotely. Based on Gallup research, employees are more engaged and are likely to stay with an organisation if communication is open, timely and accurate.

Having open communication with both onsite and remote employees helps to build strong connections and create a culture of trust. So make sure you enable staff to have a voice and share their thoughts and ideas.

Remember to stay connected with the team through regular communication and across different channels – email, text or instant messaging. This way, everyone can have equal access to all important company announcements. It’s also essential to check-in and communicate directly with every staff member, through actual phone calls or 1:1 video meetings.

Creating meaning through values, vision, mission and purpose

A company’s values and purpose become critical in creating a unified, positive and meaningful culture. Especially with a diverse and dispersed workforce, employers need to not only build a supportive and inclusive culture, but one that inspires people with common values, mission and purpose.

According to Annelie Xenofontos, Senior Associate Strategy at Axiom Workplaces, “The role of the office is more important because of the shift of understanding – you’re going in with a purpose. And it all starts with leadership.” Yes, it starts from the top. So, make sure your leaders and managers set the example and live by your company values and purpose. They need to communicate these values as well as practice them at every opportunity.

Lastly, having a common purpose not only helps employees stay motivated and unified but also keeps everyone engaged and productive – wherever they are. Purpose can be the key to organisational performance. When employees understand their value and role in the company’s vision and mission, they become inspired to do their best work and contribute to the success of the business. Based on a recent McKinsey survey, employees expect their jobs to bring some sense of purpose to their lives – with 70% saying purpose is defined by their work.

Foster informal interactions within and across teams

Isolation is one of the biggest challenges when working from home or remotely. People want to stay connected and build social interactions with their friends and colleagues in the workplace. Although some employees do get a chance to see each other face-to-face when they are working at the office, it’s still important to have regular informal interactions across onsite and remote teams.

You can start by scheduling fortnightly or monthly events that’s open for all employees to attend, like trivia nights, games, and other social gatherings. Also encourage teams to have their own informal meetings and catch-ups. These social interactions not only improve employee wellbeing, but also keep everyone happy, connected, and engaged.

Plan for conflict and how to manage it

With employees working from different locations and often interacting through virtual platforms, any conflict that arises is often set aside or swept under the rug, without the chance of any resolution.

The key to managing conflict in a hybrid workplace is to build trust with employees and within teams, no matter where people are working from. Everyone should be able to speak out and talk about any conflict, disagreement or misunderstanding.

Opening the lines of communication is also essential in managing conflict. Leaders and managers need to be ready to listen and give sound and unbiased advice. A direct call, either through phone or video, is always better than sending an email or instant message. This way, team members feel that personal touch, even if they are working from a distant location.

Be clear and transparent

People can sometimes feel confused and overwhelmed when working in a hybrid environment. So, it’s essential for leaders and managers to set clear expectations for teams and employees. Make sure everyone understands their roles and responsibilities, whether they are working remotely or at the office.

Annelie added that once expectations have been set, it’s important for leaders to step back, trust and let employees do the work. “It doesn’t matter if they’re remote or in the office. Give them the power to do their best. It’s a whole different relationship – you don’t need them to be in front of you to see they are doing work.”

Trust is definitely critical when building a positive culture – but so is openness and transparency. Keep everyone in the loop, share regularly, and ensure every staff member is informed about what’s happening in the company, industry, and even in the wider community.

If you’d like to learn more about how to prepare for the workplace of the future, read our Progressive Leader’s Guide to the Future of Work in Australia.