Steelcase Global Report Changing Expectations and the Future of Work Insights from the pandemic to create a better work experience January 2021
About the Study
Steelcase Global Reports study work, workers and Key findings covered the workplace. They explore important issues facing in this report include: leading organizations today to uncover key insights 4 Working From Home that can help improve the work experience. Around the World Benefits and Challenges Since the onset of the pandemic, Steelcase has conducted ongoing research to help organizations 12 The First Wave of understand its impact on their people and business. Workplace Change The Hybrid Future A science-based and data-driven approach uncovers new perspectives about how and where people 19 Changing Employee want to work going forward. Expectations Five Critical Elements This issue shares the synthesis of eight primary studies designed to measure how the COVID-19 33 Four Macro Shifts pandemic will change the future of work. The Organizations Need quantitative and qualitative studies deployed to Address methodologies based in the social sciences and were conducted in multiple countries, including over 32,000 cumulative participants. Steelcase is committed to continuing research to understand what’s next and share what we’re learning to help make work better. To receive future issues of the Steelcase Global Report, visit: steelcase.com/subscribe.
Steelcase Global Report 2 Learning From What People Have Been Through
The extended duration and reach of the global pandemic have changed fundamental patterns in our lives, accelerating existing trends and revealing new unmet needs.
How we shop, entertain, travel and As the pandemic stretched on, learn are different, and the same is it became apparent that working true for the way people work. As the from home is not a one-size-fits-all pandemic began, people who could experience for people, nor is there work from home suddenly found a single ideal solution for each themselves in the middle of a massive organization. There are, however, global experiment, uncovering new key themes and patterns that have insights about what people need — emerged from which organizations and will expect — to do their best can learn and develop new work. Whether they are still at home workplace strategies that meet or have returned to the office, people the changing needs and demands have learned from what they’ve of their employees. been through and are looking to their Organizations around the world organizations to create a substantially face dramatically different better work experience than what circumstances depending on the they had before the pandemic. state of the pandemic, their locations, Working from home during industries, cultures and many other the pandemic enabled many variables. Resilience is critical to organizations to sustain business all of them, and leading organizations operations — some prospering and are looking to this moment as an others struggling — which led to early opportunity to challenge assumptions speculation that it might become the and reset the way they work so new default position and that office they can emerge from the crisis real estate would be significantly stronger, with employees who are reduced, or even eliminated. energized and engaged.
Steelcase Global Report 3 Working From Home Around the World
The experience of working from home has varied dramatically based on many factors, including geography, industry, job type and job level. The quality of people’s home work space, their caregiving responsibilities, their ability to block out distractions, their individual work styles and their perspective in general have all impacted how they've felt and performed. People who live and work in urban areas, usually with smaller or even shared living spaces, have had different experiences from people in suburban or rural areas. Overall, in every country, people who were dissatisfied working from home struggled more than others. Organizations can learn from what researchers have discovered about working from home to improve the work experience moving forward.
Steelcase Global Report 4 Work From Home
The Key Benefits and Challenges of Working From Home People’s experience working from home is deeply personal and as diverse as individuals themselves. How people perceive the benefits and challenges of working from home varies significantly, yet the data reveal some consistent issues around the world and patterns that emerge in different countries.
8 of 10 10 of 10
No Commute: Benefit Isolation: Challenge Not commuting to the office is almost Everyone everywhere struggles universally the main thing people like with a feeling of isolation while about working from home. Eight out working from home. In fact, of 10 countries rank the lack of a isolation ranks the highest among commute as the top benefit, and it participants in all 10 countries as was a close second in China. Only the leading factor that worsened India ranked it significantly lower. One during mandatory work-from-home participant summarized the sentiment orders. It was especially high in of many by saying, “I’m not wasting Australia, Mexico and Spain — 45 minutes in a commute. I can go for countries that rate isolation twice a run in the morning and then quickly as worse than any other factors. get right into work.” Ironically, the Despite all the efficiency-based thing most people like the best arguments for embracing a about working from home was not heavy work-from-home strategy, related to their company’s workplace, people are social animals and do but simply to how long or difficult not thrive when they feel alone. it is to get there. Loneliness was a growing issue The notion that commuting is before the pandemic, and this has essentially wasted time is important only accelerated over time. Virtual for organizations to understand as meetings can’t replicate the same they consider their long-term real level of connection people feel estate strategies and flexible work when they are together. policies. It is equally important to note that some degree of commute can be helpful as it can act as a temporal threshold between work life and home life.
Steelcase Global Report Work From Home
Engagement and The level of dissatisfaction with Productivity: Benefit working from home may explain the All 10 countries and Challenge seemingly contradictory messages that the experience is both better report drops in Engagement and productivity are and worse for engagement and other key issues, but they are not productivity. On average, 41% of engagement as straightforward. In seven of the workers globally are not satisfied and productivity 10 countries studied, engagement with their situation, which means is among the top five things that they are more likely to experience when people are deteriorate while working from drops in both areas. home. Productivity rates in the top dissatisfied with five as well for every country (with There are a variety of factors the exception of Mexico which that influence whether people their work-from- rated it sixth). feel productive and satisfied working from home. For example, home experience. Yet, participants also rank their Steelcase researchers find that, In most cases, ability to focus and be productive when working from home, common at home in the top five things that office furnishings, specifically an engagement and have improved (with the exception ergonomic chair, actually help of Canada, which ranks it sixth). increase productivity — but only productivity drop Can both be true? Can employees 24% of individual contributors in the more significantly find working from home both more US have one. This look at the role of and less productive? furniture and productivity suggests when work-from- The divided responses reinforce that physical discomfort can be a home frequency the notion that working from distraction, taking its toll on people’s home is a different experience for ability to focus. The bottom line: it increases. everyone and productivity levels is important people have a place are impacted by how people feel. that is distraction-free, where they Steelcase researchers found a can focus, regardless of whether distinct correlation between people’s they are at home or the office. satisfaction with their work-from- Speed of decision-making, clarity home situation and their engagement, around responsibilities, and work- as well as productivity. Both life balance also suffer as people engagement and productivity drop work from home. All of these are in all countries when people aren’t interconnected with the issues of satisfied, and it usually declines engagement and productivity. If further when people have to work employees feel decisions happen from home more frequently. more slowly, are unclear about their work, and have to work longer to accomplish the same amount of work or less, the results can be reduced productivity and less commitment to the organization.
Steelcase Global Report 6 Work From Home
Benefits and Australia Challenges of Working Benefit Challenge From Home by Country 1 No Commute 1 Sense of Isolation
2 No Office Distractions 2 Productivity People told us the three things they liked most and what got 3 Ability to Focus + Be Productive 3 Engagement significantly or moderately worse while working from home.
Canada Benefit Challenge
1 No Commute 1 Sense of Isolation
2 No Office Distractions 2 Clarity of Responsibilities
3 Better Work-life Balance 3 Engagement
China Benefit Challenge
1 Ability to Work in a Range of Settings 1 Sense of Isolation
2 No Commute 2 Speed of Decisions
3 Ability to Focus + Be Productive 3 Productivity
France Benefit Challenge
1 No Commute 1 Sense of Isolation
2 Ability to Focus + Be Productive 2 Productivity
3 Increased Flexibility 3 Clarity of Responsibilities
Germany Benefit Challenge
1 No Commute 1 Sense of Isolation
2 No Office Distractions 2 Speed of Decisions
3 Ability to Focus + Be Productive 3 Productivity
Steelcase Global Report 7 Work From Home
Benefits and India Challenges of Working Benefit Challenge From Home by Country 1 More Time for Health and Fitness 1 Sense of Isolation (continued) 2 Better Work-life Balance 2 Speed of Decisions
People told us the three things 3 Ability to Focus + Be Productive 3 Work-life Balance they liked most and what got significantly or moderately worse while working from home. Mexico Benefit Challenge
1 No Commute 1 Sense of Isolation
2 Ability to Work in a Range of Settings 2 Work-life Balance
3 Family Time 3 Innovation
Spain Benefit Challenge
1 No Commute 1 Sense of Isolation
2 Increased Flexibility 2 Work-life Balance
3 No Office Distractions 3 Innovation
United Kingdom Benefit Challenge
1 No Commute 1 Sense of Isolation
2 No Office Distractions 2 Engagement
3 Work-life Balance 3 Speed of Decisions
United States Benefit Challenge
1 No Commute 1 Sense of Isolation
2 Ability to Focus + Be Productive 2 Productivity
3 No Office Distractions 3 Speed of Decisions
Steelcase Global Report 8 Work From Home
Drops in Engagement and Productivity For -6% People Dissatisfied Australia -9% Working From Home
When people are dissatisfied with -16% their work-from-home experience Canada and have to do it more often, they -4% report drops in performance.
Engagement -17% Productivity China -19%
-11% France -8%
-2% Germany -2%
-16% India -7%
-9% Mexico -11%
-18% Spain -3%
-5% United -7% Kingdom
-14% United
-12% States
Steelcase Global Report 9 Work From Home
Five Patterns of Work-From-Home Experiences To better understand the nuances of how people feel about working from home, Steelcase researchers augmented quantitative data by interviewing people in North America and Europe for deeper insights. They found the experiences people described fell into five patterns of behavior and attitudes. It’s important to note that it’s possible for people to associate themselves with more than one of the patterns. They are meant to be extreme categories that can help us understand the different experiences people have had and what their expectations may be when they return to the workplace.
Steelcase Global Report Work From Home
Overworked Caretaker Relieved Self- Frustrated Creative Home office is a nonstop Preservationist Networker flow of competing demands Home office is the only Home office is a suspension place I am safe from normal life and work This person is torn between meeting work responsibilities and managing This person’s main concern is not These individuals are conflicted family needs. Their long, jam-packed COVID; it’s their psychological safety. about returning to the office. They day is chopped between meetings, They feel their company is creating a spend most of their day co-creating, focus work, homeschooling and hostile work environment and working coaching, persuading and connecting domestic chores. Exhaustion and from home has been a welcome the dots — work done much better guilt are piling up. They take comfort respite from an organization they feel in the office, especially with larger in finally being allowed to show they does not appreciate them. They’re groups. But although they desire are parents and not worry if their less anxious and more productive, the benefits of the office, they don’t kids are heard on a call. They miss able to focus on work, rather than think it’s safe to return. They have the office for the opportunity to leave managing relationships. Working quickly adapted the use of digital home responsibilities behind and from home gives them a more human tools, but they crave more — virtual have control over their attention. But experience that allows them to meeting technology is still too they appreciate the flexibility to work work in a space that is their own. limited for creative collaboration and from home as needed to more easily informal, spontaneous connections manage between their family and across silos. COVID has been a huge work responsibilities. challenge when they suddenly found themselves cut off from in-person interactions that drive their work. With limited tools and a lack of experience in making them work, they have Isolated Zoomer shifted focus to more individual tasks Home office is a lonely cage done more easily from home.
Autonomy Seeker This person lives alone without Home office is freedom any self-imposed boundaries to keep to a healthy work schedule. Thrilled to work at their own rhythm, They’ll return to the office when without someone constantly looking they trust their employer has taken over their shoulder, this person feels necessary precautions. They value just as productive at home as before, the office because it offers a way if not more. They feel a greater sense to separate work and life. Days are of wellbeing at home, where they can spent on back-to-back Zoom calls, look out the window, sit in different and despite constant interaction, postures, cook healthy meals and they feel disconnected. They miss weave in activities that help them daily social interactions with their recharge and relax, such as hanging colleagues — a major reason they out with their pet. They especially come to the office. Relationships and enjoy the level of control they have in their support system at work make designing their own work experience it easier to navigate challenges. to curate a schedule that braids together life events and work events.
Steelcase Global Report 11 The First Wave of Workplace Change: The Hybrid Future
While some headlines suggest the office will go away as people embrace working from home almost exclusively, the research identifies a more nuanced, hybrid future. Most people expect to work in the office most of the time, but they also expect greater flexibility from their organizations going forward.
Steelcase Global Report 12 Workplace Change
A More Flexible Approach to Work
The global experiment in working from home has shown it can be part of a viable work policy, but it requires each organization to consider its own culture, processes, technology infrastructure and real estate strategies.
After spending months working from home, people expect to be allowed The majority of to continue in some capacity. How often they expect to do it differs people say they significantly, which means leaders need to consider what policy is expect to spend right for individuals, teams and the more time working organization overall. The majority of people say they in the office than expect to spend more time working at home and do in the office than at home and do not expect to work at home every not expect to work day. In most countries, the majority say they expect to work from home at home every day. one day a week or less. People in France and Germany, which have strong office-based work cultures, are least likely to expect to work from home. People in India and Mexico, on the other hand, expect to work from home more frequently. A word of caution to leaders in those countries: Both countries experienced significant productivity and engagement drops the longer people who were dissatisfied working from home did so, indicating the need for careful consideration of what work-from-home policy is best.
Steelcase Global Report Workplace Change
How Often People 59% 30% 12% Expect to Work Australia From Home 59% 25% 15% Canada The majority of people in most countries expect to work from 59% 27% 14% home one day a week or less China post-pandemic. 70% 25% 5% 1 day a week or less France 2-3 days a week 4-5 days a week 72% 20% 8% Germany Note: Due to rounding, all countries do not add up to 100%. 39% 35% 27% India Noteworthy: People in France and Germany expect to work from home the least. People in India expect to 43% 38% 20% work from home the most. Mexico 53% 33% 14% Spain United 46% 35% 19% Kingdom
United 54% 26% 20% States
Steelcase Global Report 14 Workplace Change
Leaders Anticipate More Flexibility
As people expect working from home to be an option, more organizations are listening and responding. Early in the pandemic, many leaders did not see a need to change their policies, but now 87% of leaders around the world say they expect they will allow more flexibility about where, when and how people work — which is a 38% increase from April 2020. More companies in more countries are allowing for the increase of flexible work policies.
87%
38% Increase in Flexibility 63%
April 2020 September 2020
Steelcase Global Report Workplace Change
Leaders Expect More Flexible Work Policies 57% China Responses indicate growth in the 88% number of leaders who expect employees will have more choice and control to work from home 70% or elsewhere post-pandemic. France 73%
April 2020
September 2020 51% Germany Note: Study conducted in only six 91% countries. Countries not included: Australia, Canada, Mexico and Spain.
80% India 90%
66% United Kingdom 98%
United 62% States 85%
Steelcase Global Report 16 Workplace Change
The Emerging Hybrid Model
The global experiment in working from home is shifting to become an experiment in hybrid work. As organizations consider the right approach for their people and their culture, predictions that people will work exclusively from home are being passed over for more flexible options. 23% In Office In fact, the number of organizations that expect people will work from Nearly a quarter home exclusively only increased 2% globally since the beginning of the of all businesses pandemic. Nearly a quarter of all businesses will continue to work in will continue to the office as the primary destination, work in the office and the majority of organizations will take a hybrid approach to work, in as the primary which employees work from home or a third place, and the office. destination, and Some organizations are considering a the majority of v range of options beyond their primary organizations 72% offices or campuses. Given that the lack of commute is the number one will take a hybrid Hybrid reason people like working from home, organizations are beginning approach to to explore options for people to work closer to their homes, such as satellite work, in which offices or co-working facilities. employees work Leaders who plan to embrace more working from home options in their from both home organizations are considering a mix of buying, building, leasing or private and the office. co-working options. 5% Work From Home
Note: Percentages indicate global averages.
Steelcase Global Report 17 Workplace Change
Leaders Anticipate 23% 72% 5% More Hybrid Work Global
When asked in September 2020 what their expectations are for work post-pandemic, most leaders see 15% 83% 2% three main approaches — with many China considering a hybrid model in which some time is spent in the office and 31% 62% 8% some at home or a third place. France
In Office 45% 53% 2% Hybrid Germany
Work From Home 12% 85% 4% Note: Study conducted in only six India countries. Countries not included: Australia, Canada, Mexico and Spain. United 20% 79% 2% Kingdom Noteworthy: Just as people in France and Germany are less likely to expect to work at home, United 23% 70% 7% their leaders agree, saying more States people will work predominantly in the office. India, China and the UK are much more likely to embrace a hybrid model, with people working from home more often.
Steelcase Global Report 18 Changing Employee Expectations
After spending months at home during a crisis, workers have never been more in touch with what they want from their work and workplace. They have new and increased expectations of their employers and workplaces — desiring a dramatically different and better experience than the one they left. A synthesis of multiple Steelcase studies identified five critical employee needs that will change the overall work experience. Many of these were emerging before the pandemic, but the time spent working from home accelerated the awareness and importance of each.
Five Critical Elements: Safety Belonging Productivity Comfort Control
Steelcase Global Report 19 Changing Employee Expectations
Safety
For people to feel comfortable returning to the office, they need to both be safe and feel safe. They are pandemic-aware, and people in every country rate a new set of safety issues as their top concerns about returning to the office, with a strong emphasis on mitigating the spread of disease. Air quality, the adherence to safety protocols and general cleanliness rank among the most important safety considerations. It’s clear people will need to feel confident that their workplaces are safe and to trust their employers and peers are doing everything possible to keep them safe before returning.
“I am trying to choose my days to be in the office. Certain days have more people present, and I am finding that they don’t always follow the rules. There gets to be a closeness that makes me feel uneasy… the more people, the more risk.”
Study Participant
Steelcase Global Report Changing Employee Expectations
New Health and AU CA CN FR DE IN MX ES UK US Adherence to Safety Priorities 1 1 2 1 3 1 1 1 1 2 Safety Protocols
People were asked what would Air Quality 5 2 4 3 1 2 2 2 3 1 make them comfortable returning to the workplace. They were given Facility Cleanliness 3 3 1 5 2 4 3 5 2 3 eight factors and asked to rate Physical Distancing / 2 4 3 2 4 5 4 3 5 4 each based on how important it Boundaries was for their return. Visitor Protocols 6 5 5 4 5 3 5 4 6 6 Each factor is ranked per country Overall Density of People with 1 being the most highly ranked 4 6 6 6 8 7 7 6 4 5 and 8 being the least highly ranked. Within the Building Safe Access to Food 7 7 7 8 7 6 8 8 8 7 and Beverages 1 Most Highly Ranked Availabilty of Informal 8 8 8 7 6 8 6 7 7 8 2 Gathering Areas 3
4
5
6
7
8 Least Highly Ranked
Noteworthy: Air Quality, Adherence to Safety Protocols and Facility Cleanliness rank among the most important safety considerations in almost every country.
Steelcase Global Report 21 Changing Employee Expectations
Belonging
People have a basic need to belong — it’s fundamentally hardwired in our DNA and something people were searching for pre-pandemic. At the same time, the coronavirus has left people feeling extremely isolated, and the need to feel part of a community at work has never been more important. In every country, people rank connection to people and purpose among the top reasons for wanting to return to the workplace.
Research measured community — of community metrics. The reverse using metrics around purpose, is also true — the less people work belonging, resilience, trust and from home, the higher their sense inclusivity — and identified how of community. community correlates to the The workplace can be designed to workplace. Community not only help foster a sense of community, contributes to people’s wellbeing, and there are three specific attributes it leads to better business that make a positive impact across all outcomes as well. People feeling countries studied: part of a community is a top predictor of higher scores in — The office has places where productivity, engagement, leaders are present and accessible. innovation and commitment. — There are spaces that foster social Creating community while people interaction and help build a sense are not able to be together requires of belonging. significant effort, and the more — The workplace offers stimulating extensively people work from home, and inspiring areas that the greater the challenge. People promote ideation and creative who worked from home more often problem-solving. report weaker scores on a variety
“What I look forward to is having lunch with my co-workers. I had a group that I normally ate with. Also, mentorship is very important to me — so I was consistently seeking out people to go to coffee with. It’s much harder to have a Zoom coffee chat.”
Study Participant
Steelcase Global Report Changing Employee Expectations
Top 5 Reasons People AU CA CN FR DE IN MX ES UK US
Want to Return to the Reconnect with Colleagues 1 1 4 1 1 4 2 1 1 1 Workplace Reconnection to the 2 5 2 2 5 2 3 2 2 Org. and Shared Purpose
People ranked their top five reasons Work in a Quiet, 4 3 3 4 4 1 1 5 3 for wanting to return to the workplace Professional Environment out of multiple factors. Collaborate in Person 3 2 5 3 4 4 3 4
1 Most Highly Ranked Access to Tools 5 4 5 3 4 and Technology 2 Access to Paper 3 3 5 2 5 and Files 4 Work in a Larger Setting 1 5 with More Diverse Spaces 5 Least Highly Ranked Connection or Visibility 2 3 to Leadership
Want a Change in 5 Scenery
Steelcase Global Report 23 Changing Employee Expectations
Productivity
People want to feel that what they do is meaningful, and this has been amplified during the crisis as organizations have needed to respond to dramatically changing business conditions.
Pre-pandemic, people struggled “I don’t feel like in offices if they didn’t have the right levels of privacy to allow them to we get into the do focused work. Now, there’s a lot of conjecture that people will come insights we want back to the office solely for group working remotely. activities and collaboration. But the data show employees and leaders It’s very hard to want workplaces to support individual focus work as well communicate as collaboration. organically. If Creative work, solving complex problems and innovation all require you’re physically an ebb and flow between “me” in a room, you and “we” work, which means the workplace has to provide spaces for can write stuff both that make it easy to transition between the different work modes. down and read Employees, more so than leaders people’s body in many countries, express a need for the office to provide places to language better. focus, potentially because their I find we end up home environments are less likely to be the same size or have the same just skimming the amenities, such as a desk, ergonomic chair and secondary monitor, as most surface (working executives have in their homes. from home).”
Study Participant
Steelcase Global Report Changing Employee Expectations
What People Want Australia Most in Their Office Employees Leaders Going Forward 1 Collaboration 1 Learning
2 Team Belonging 2 Focus People ranked the five most important elements the workplace 3 Access to Tools 3 Socialization should provide when they return.
4 Workplace Culture 4 Host Clients Noteworthy: Only France and Spain fail to list Focus in the top 5 Focus 5 Workplace Culture five. Researchers point to the fact that people in Spain felt more isolated than in any other country Canada while working from home and that Employees Leaders lockdown measures in France were extreme, causing both countries 1 Collaboration 1 Collaboration to consider connecting with others most important. 2 Team Belonging 2 Access to Tools
Australia Leaders: Rejuvenation, 3 Focus 3 Socialization Access to Tools and Ability to Schedule Spaces were also tied with 4 Access to Tools 4 Learning Focus, Socialization, Host Clients and Workplace Culture. 5 Workplace Belonging 5 Focus
Canada Leaders: Range of Spaces and Hosting Clients also tied with China Socialization, Learning and Focus. Employees Leaders
France Leaders: Rejuvenation 1 Collaboration 1 Collaboration and Workplace Belonging were also tied with Team Belonging 2 Socialization 2 Career Development and Collaboration. 3 Rejuvenation 3 Learning
4 Focus 4 Socialization
5 Access to Tools 5 Access to Tools
France Employees Leaders
1 Collaboration 1 Socialization
2 Socialization 2 Expand, Foster Network
3 Access to Tools 3 Host Clients
4 Team Belonging 4 Team Belonging
5 Host Clients 5 Collaboration
Steelcase Global Report 25 Changing Employee Expectations
What People Want Germany Most in Their Office Employees Leaders Going Forward 1 Socialization 1 Career Development (continued) 2 Collaboration 2 Team Belonging
People ranked the five most 3 Access to Tools 3 Access to Tools important elements the workplace should provide when they return. 4 Focus 4 Expand, Foster Network
Noteworthy: 5 Team Belonging 5 Focus Germany Leaders: Learning, Workplace Belonging and Range of Inspiring Spaces all tied with India Expand, Foster Network and Focus. Employees Leaders
Spain Leaders: Socialization tied 1 Learning 1 Collaboration with Learning and Collaboration. 2 Collaboration 2 Access to Tools
3 Access to Tools 3 Learning
4 Workplace Culture 4 Team Belonging
5 Career Development 5 Career Development
Mexico Employees Leaders
1 Learning 1 Career Development
2 Collaboration 2 Access to Tools
3 Access to Tools 3 Expand, Foster Network
4 Career Development 4 Team Belonging
5 Host Clients 5 Host Clients
Spain Employees Leaders
1 Collaboration 1 Host Clients
2 Socialization 2 Access to Tools
3 Access to Tools 3 Team Belonging
4 Learning 4 Learning
5 Host Clients 5 Collaboration
Steelcase Global Report 26 Changing Employee Expectations
What People Want United Kingdom Most in Their Office Employees Leaders Going Forward 1 Team Belonging 1 Career Development (continued) 2 Collaboration 2 Socialization
People ranked the five most 3 Access to Tools 3 Team Belonging important elements the workplace should provide when they return. 4 Focus 4 Workplace Culture
Noteworthy: 5 Workplace Culture 5 Collaboration United Kingdom Leaders: Learning, a Range of Inspiring Workspaces, Workplace Belonging, Host Clients United States and Access to Tools were tied Employees Leaders with Collaboration. 1 Collaboration 1 Collaboration
2 Access to Tools 2 Host Clients
3 Focus 3 Expand, Foster Network
4 Team Belonging 4 Focus
5 Workplace Belonging 5 Socialization
Steelcase Global Report 27 Changing Employee Expectations
Comfort
People are more deeply aware of their physical, cognitive and emotional needs for comfort and wellbeing, and they expect organizations to address them when they return to the office. Those who have been comfortable at home, whether it be because they enjoyed a more relaxed environment or had created a space to work that fits their preferences, want that to continue in the office. Those who’ve been uncomfortable working from home are looking forward to an office designed holistically to support their comfort. They are now more acutely aware of their physical aches and pains after working from sofas, kitchen counters and even beds at home.
Ergonomic discomfort was a top “Everything felt very issue that people in most countries said hurt their ability to get work done temporary until it at home. Cognitive and emotional issues like distractions, caring for didn’t. My standing others, and problems with technology table, my foldable and tools that made work more difficult were major concerns across table, felt OK until many countries as well. it was a month and Cognitively, nine of 10 countries rank a “quiet, professional environment” a half in and my in their top five reasons for wanting to return to the workplace. Noise, back was killing me. visual distractions or even the lure My barstool felt OK of household chores are consistent challenges when working from home. until I realized I was Emotionally, one of the most important hunched over all things people want the organization to provide when they return to the day and I needed workplace is an increased sense of belonging to their team, a connection a different solution.” to the company culture and the ability to socialize. Germany, France, Spain Study Participant and China all ranked socialization especially high, possibly due to rigorous restrictions around social gatherings throughout the pandemic.
Steelcase Global Report Changing Employee Expectations
What Hurts Australia India
Productivity at Home 1 Ergonomic Discomfort 1 Caring for Others
People were asked to pick the 2 Technology + Tools Issues 2 Technology + Tools Issues top three things that negatively impacted their productivity while 3 Noise Distractions 3 Noise Distractions working from home.
Noteworthy: In Canada, tied for third: Setting Canada Mexico Up and Changing My Work 1 Ergonomic Discomfort 1 Noise Distractions Environment, Noise Distractions and Visual Distractions 2 Technology + Tools Issues 2 Visual Distractions In India, tied for third: Setting Up and Changing My Work Environment 3 Caring for Others 3 Caring for Others
China Spain
Ergonomic Discomfort/ Technology + Tools Issues 1 1 Caring For Others (tied)
Setting Up and Changing Setting Up and Changing 2 My Work Environment 2 My Work Environment
3 Caring for Others 3 Noise Distractions
France United Kingdom
1 Technology + Tools Issues 1 Ergonomic Discomfort
Setting Up and Changing Ergonomic Discomfort 2 2 My Work Environment
3 Caring for Others 3 Visual Distractions
Germany United States
1 Ergonomic Discomfort 1 Caring for Others
2 Noise Distractions 2 Technology + Tools Issues
Setting Up and Changing Setting Up and Changing 3 My Work Environment 3 My Work Environment
Steelcase Global Report 29 Changing Employee Expectations
Control
While being at home all day has its drawbacks, many people feel they have more control navigating their day at home than they do in the office. They are free to choose if they work from a dedicated office or sit on the sofa or outside, and they often have more choice to integrate aspects of their personal lives throughout their day, such as exercising or interacting with family, friends or pets. In addition to no commute, another aspect of working from home that is highly rated by most participants is increased flexibility. They also feel their work-life balance and level of autonomy improves. Moving forward, people will want the same level of control over their work lives that they have at home — control over where they work and their environment in the office.
Steelcase Global Report Changing Employee Expectations
Control (continued)
Organizations are listening to with assigned workstations spend In the Office employees’ increased desire to have 70% of their time at their desk. They more control over where they work. value a standing-height desk, but Eighty-seven percent of global they want more ways to move and leaders agree they will offer more achieve a variety of postures. choice and control for employees In another study, 54% of people to work from home or elsewhere said they want to be able to 54% post-COVID. That’s an increase of reconfigure their furniture, but only 38% from April to September 2020, 38% can. This impacts people’s indicating leaders are paying more physical, cognitive and emotional attention to what employees want. comfort — neuroscience has found of people want to be In addition to location, people in a well-established relationship every country enjoy having access between physical activity, creativity able to reconfigure to a range of spaces at home (such and learning. their furniture as a couch, desk, table and the The ability to move desks, outdoors) and want diverse options technology or boundaries can help in the office. This is especially give people the visual and territorial true in China and Mexico, where Yet, only privacy they need to focus. And employees particularly appear with the pandemic in mind, people to value alternatives to working want to control their proximity at a desk and chair all day long. to other people as well. Other research conducted in the US before the pandemic underscores 38% that people want more control within their work area. Two-thirds of people
of people report “The thought of sitting in another beige being able to do so cubicle staring at a grey wall is like a gut punch. When you do that for eight or nine hours a day, five days a week, it’s really dreary. I’d rather look out the window next to my nice big couch with a dog on my lap.”
Study Participant
Steelcase Global Report Changing Employee Expectations
People Expect More
Control After Working 56% From Home Australia 43%
In every country people ranked autonomy and work-life balance as things that improved while working 56% Canada from home. Going forward, they 36% will expect more control over where and how they work. Percentages indicate the number of people who said these factors moderately or 69% significantly improved. China 63%
Work-life Balance
Autonomy 45% France Noteworthy: While almost every 39% country ranked work-life balance and autonomy as their two biggest improvements, India and Mexico 61% also included the ability to innovate Germany in their top three. 45%
65% India 59%
60% Mexico 62%
54% Spain 50%
United 61% Kingdom 44%
United 56% States 44%
Steelcase Global Report 32 Four Macro Shifts Organizations Need to Address
Design for Safety Design for Productivity Design to Inspire Community Design for Flexibility
People’s experiences during the pandemic have caused new and heightened expectations that organizations will need to understand and address when their employees return to the workplace. Prior to the pandemic, expectations had already begun to change, and the crisis has accelerated the need to create better workplaces. The synthesis of Steelcase research identified four macro shifts leaders will need to embrace to create safe and compelling places where people can be engaged and productive.
Steelcase Global Report 33 Four Macro Shifts
Design for Safety
It’s clear from the research that people's most Pre-pandemic, when organizations addressed safety in the workplace, pressing concerns about returning to the office their focus was primarily on are about safety. Employees will need to feel their occupational health and safety employer is doing everything possible to keep them standards. Now, they will need to take a multifaceted, systemic safe. To be inclusive, organizations will need a approach that prioritizes mitigating holistic safety strategy that considers everyone’s the spread of disease. This will safety, regardless of age, abilities or health issues. require well-documented behavioral protocols, such as mask wearing and social distancing. It will also require organizations to understand how airborne viruses move through an office environment and what happens when exhalations from breathing, talking or laughing encounter different structures and materials. Even after a vaccine becomes widely available, by addressing these new safety elements organizations will be better prepared for any future crises. This growing awareness of disease transmission will fuel an ongoing demand for workplaces to help detect, prevent and mitigate the spread of illnesses while also creating an inspiring environment where people will want to work.
Steelcase Global Report 34 Four Macro Shifts
New safety elements organizations Sanitation Hands-free should consider: Make cleaning highly visible so Introduce hands-free devices employees are assured that spaces wherever possible (doors, faucets, Air quality are being cleaned regularly. Make room scheduling, etc.). HVAC systems will need to consider cleaning wipes and sanitizer more than just temperature. They Feeling safe accessible to everyone everywhere, will also need to control humidity, Make efforts visible to give people and ask employees to clean before filtration, air dilution and air confidence everything is being done and after using shared spaces. As movement. When weather permits, to prevent exposure to disease. a reminder, use signage to promote organizations should consider the Also, give people more control over personal hygiene. addition of high-performing outdoor their space, including individual spaces for focus and collaboration, Sensors physical boundaries, so they can and not just socialization, in addition Use sensor technology to better make personal choices about where to helping to reduce risk. understand and control occupancy, they feel most safe. cleaning frequency and see where, Density when and how often spaces are New criteria for density should being utilized. be adhered to. Flexible floorplans can meet the density requirements during the pandemic and then be adjusted post pandemic, as density requirements change. Geometry Desking should be reconfigured to reduce face-to-face orientation where there are no barriers. Division If distancing is not possible, research indicates workstation screens measurably reduce the range of forward projection of pathogens and can be a viable part of a safety strategy. Use hard or fabric barriers in locations where forward projection of exhalations are most likely. Materiality Cleanability and safety concerns are new performance criteria for materiality. Pure or engineered materials that allow for cleaning and disinfection without degrading over time will become the new standard, as will smooth surfaces that are easy to clean and fabrics that can be cleaned or washed and don’t degrade with continuous cleaning. But keep in mind, many materials are available that offer both cleanability and inspiration and don’t create a sterile environment.
Steelcase Global Report 35 Four Macro Shifts
Design for Productivity
Pre-pandemic, many The workplace can’t simply be a Virtual collaboration social hub that brings people together The need to accommodate remote organizations focused with the expectation that individual participation will become the norm, primarily on efficiency work will happen at home. Research as people travel less and some when planning their tells us this is not an inclusive strategy team members continue to work since many people struggle to focus from home regularly. People will offices and designed at home. It must provide places need access to personal spaces spaces for single where people can work together, as that minimize disruptions from purposes and modes of well as places where they can do video meetings and large-scale individual, focused work. collaboration devices to allow for work. In addition, some more natural and equal participation. open plan offices were To meet the needs of all types Privacy heavily criticized for not of work, the workplace will need to support: Prior to the pandemic, people were supporting people’s very vocal about the lack of privacy in In-person collaboration need for focus. Moving open plan offices. While working from People need high-performing spaces home has given some people the forward, organizations that provide access to the tools and privacy they desperately needed to will benefit from creating technology they need to collaborate get work done, others have continued effectively. They also need to be able multimodal spaces that to struggle — unable to get away to quickly switch between individual from other activities happening in support collaboration and group tasks. It’s the ebb and flow their home. The workplace will need to and focus work equally. between these two modes of work provide individual and group spaces that results in innovation. where people can control visual, acoustical and territorial privacy. Movement Studies prove movement enhances creative ideation and allows for more equal participation. When people can physically move around in collaboration spaces and have the ability to move tools such as whiteboards, tackable boards or digital devices, they are better able to solve complex problems.
Steelcase Global Report 36 Four Macro Shifts
Design to Inspire Community
For many years, organizations have realized the power an aesthetically pleasing workplace can have to attract and retain talent. But moving forward, the workplace will also need to do a better job at inspiring people and building a strong community. It will have to provide the touches of humanity and warmth people are seeking to counter safety precautions organizations have needed to deploy.
Working from home has been an isolating and lonely experience for many people, and the need for community has never been more critical. According to the research, people say the top two reasons they want to return to the office is to see work friends and interact with teammates, citing video meetings are not enough to overcome loneliness and isolation. They also want the workplace to help them feel a sense of belonging and give them access to a range of inspiring workspaces. Organizations will need to rethink the purpose of the office from simply a place to work to becoming the infrastructure for building social capital and fostering a sense of purpose and belonging.
Steelcase Global Report 37 Four Macro Shifts
Spaces will have to be designed to support: Vitality While design elements will have to respect physical distancing requirements, the overall vibe and atmosphere of the workplace needs to create positive energy and be vibrant. Inclusivity The workplace will need to consider people’s diverse needs and workstyles (physical, neurodiverse, introvert vs. extrovert, etc.), as well as support distributed work, as more people have the ability to work remotely. Trust Communication between employees and leaders has never been more critical. The workplace will need to foster transparency and make leaders more visible and accessible. Resilience Workplaces will need to communicate to people that change and adaptation are key elements of their organization’s culture and they are ready to adapt to any future crises. Environmental and social impact People want to feel their organization shares their values. Commitments to the environment, a belief in social responsibility and support of strong governance principles (ESG) will impact priorities and actions.
Steelcase Global Report 38 Four Macro Shifts
Design for Flexibility
The pre-pandemic office was based on long-standing Going forward, organizations need to design spaces that can be easily paradigms with spaces that were mostly fixed adapted, especially as more flexible and designed for permanence. But this approach work policies are implemented. is problematic; these spaces cannot adapt easily The workplace must be designed to provide individuals and teams greater when conditions change, such as when a pandemic control over their environment so happens or new ways of working emerge. they can change it on demand. When people return to the office, they will expect greater control, more choices, and access to the right tools and technology that will help them be more engaged and productive. To allow for greater flexibility, the workplace will need to be: Multi-use Flexible architectural elements, rather than permanent walls, allow building interiors to support a greater variety of uses. Multimodal Maximize real estate by designing spaces to support more than one mode of work. For example, a cafe can also become a high- performance collaboration space and a training room can be transformed into a meeting space for large team functions. Movable Furnishings that easily move, such as mobile whiteboards, digital displays, freestanding privacy screens, and tables or desks on casters allow spaces to expand and contract to support distancing and accommodate individuals and groups of all sizes.
Steelcase Global Report 39 Designing a Better Work Experience
When we consider what people need, and how the work experience is shifting moving forward — old planning paradigms will need to change. Before the Me + We Fixed to Fluid pandemic, designers The workplace needs to equally Offices have historically been built were asked to create support the need for teamwork for permanence, with architecture spaces that attracted the (“we”) and the needs of individual and furnishings that are fixed and (“me”) work, recognizing that both difficult to change. To be more best talent, supported modes of work are critical to the resilient, spaces will be designed greater collaboration and creative process. for greater flexibility and mobility. maximized efficiency — now they’ll need to solve for an even more diverse set of needs. Steelcase designers have identified a new set of design principles to create safe and Open + Enclosed Braiding Digital + Physical compelling environments People who often did individual Teams will need spaces and work in more dense, open spaces technology to create inclusive that will provide a better desire more enclosure or shielding experiences for remote and work experience. A to control privacy and safety. Teams physically present team members. new workplace design who frequently worked in enclosed Smart, sensing technologies need conference rooms will want more to be embedded in the infrastructure approach will include options for open settings both for to support increasingly data-driven these principles: a sense of safety and flexibility. and AI-driven experiences.
To learn more about how to create spaces that support a better work experience, visit better.steelcase.com.
Steelcase Global Report 40 Our Commitment
Steelcase is committed to continuing research to understand what’s next and share what we’re learning to inform new products, solutions and innovations that will help organizations create a better workplace.
We Can Help
Steelcase and our industry-leading dealer network provide in-depth research, expertise, quality products and reliable service that have made us a proven, trusted partner to leading organizations for over 100 years. Contact us to get started on a better work experience. steelcase.com/we-can-help
Connect with us:
instagram.com/steelcase
pinterest.com/steelcase
facebook.com/steelcase twitter.com/steelcase
linkedin.com/company/steelcase
© 2021 Steelcase Inc. All rights reserved.
Trademarks contained herein are the property of Steelcase Inc. or of their respective owners.