Workplace projects are planned and designed to support the workplace strategy. Our planning and design projects include workspaces, work process, and the incorporation of new technology into organisations.
Planning begins by defining the project scope, budget, programme, risks and deliverables. Working with your people we then develop the brief for each part of the workplace strategy, generate ideas and filter those ideas into real design scenarios. Working collaboratively using design thinking techniques, we define a preferred scenario that will maximise your workplace potential. Scenarios may be small changes to what you have, a refurbishment, or a complete redesign. Inevitably they will introduce different levels of benefits, cost, risk and time.
Once a preferred scenario has been costed, evaluated, and agreed we develop concepts and following feedback, we further refine them for implementation.
A 'workplace change' process is a key part of any workplace project. In my role as General Manager of HR at a large energy network and retail company, following a number of mergers and acquisitions, we needed to develop a new workplace culture, whilst at the same time deliver cost efficiencies and improved business outcomes. Bringing together teams from multiple sites into one new head office, might at first seem simple enough, but the people issues brought about its own challenges. Resource Architecture, who managed the design and delivery of the new office design and fit-out seconded one of their people as a ‘User Advocate’ into our business for the entire duration of the project to assist our employees to transition and adapt to the changed working environment. The User Advocate role was used to to communicate the change to employees, to gather feedback...In this way we were able to target and initiate communication events, workshops and focus groups that were specifically designed to address employee concerns, with outstanding results. The User Advocate relocated along with us into the new space and helped to deal with the inevitable settling-in issues people had after the move. This process accelerated the delivery of a new culture and cost efficiencies, and lead to greater employee engagement and contribution of new ideas and better work processes.