Why We Shouldn’t Take the Place Out of Workplace – Insights | Colliers International’s Blog

You may have heard that “work is not a place; it’s a thing you do.”

I’m not sure when this phrase was first coined. But with mobile technology and changes in company personnel, policies have certainly made this a reality now.

However, workplaces are still important spaces. It’s where we connect with our colleagues, socialize and have unplanned conversations and interactions. Without the physical space, we can’t build these sorts of relations. Without physical space, organizations are in danger of becoming so loose that the culture just disappears. Maybe I’m old fashioned, but I Iike to go somewhere to work and see and meet new people. Doing it virtually is just not the same.

Source: insights.colliers.com

Work-life balance has become an oxymoron of sorts, at least within its traditional definition.  As individuals strive to achieve more time away from the office, today’s mobile devices manage to tether them to their workplace responsibilities whether or not they are on the clock.  As Peter Black of Colliers points out in this article, “the boundaries of our workplace become fuzzier and fuzzier!”

Black argues that before the world gets swept up in any sort of mass work-from-home movement, corporate decision makers need to consider the benefits of the physical workspace.  He explains that being present within an office allows employees opportunities to collaborate, and have spontaneous conversations that simply could not occur working remotely.  Many companies, when considering their new office environments, have decided to commit to workplace strategies such as the open plan to encourage more of these same chance meetings and face-to-face interactions.

Stegmeier Consulting Group has had the privilege of assisting organizations that have instituted successful remote work programs, as well as organizations that that have placed an emphasis on the in-person power of the physical office.  In fact, some clients of ours have engaged us to help with a combination of both!  No matter which direction your organization views as its future, know SCG is a partner you can count on to help your people transition smoothly to whichever strategy you deem most appropriate.  

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.

https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Barclays publishes work happiness factors

Good work-life balance and flexible working conditions are two of the top ten factors when it comes to happiness in your job.

That’s according to research from Barclays, launched ahead of its debate on youth employability on 15 April. The thing most likely to make people happy in their job was getting on well with colleagues – 26% of respondents cited this. It was closely followed by having a good work-life balance (24%) while flexible working conditions were seventh on the list (15%). The bank surveyed 2,000 people aged 16 and over.

Source: flexibleboss.com

The team at Stegmeier Consulting Group prides ourselves on delivering unsurpassed change management services that can improve workplace productivity while simultaneously helping to reduce costs.  We’re excited to announce this article affirms our work is also improving another important factor: workplace happiness.

 

The customized solutions that we are able to deliver a client touches on almost every one of the top ten factors that Barclay’s cites in their study as being most important for high worker morale.  Some of the parallels are quite obvious, such as when employees rank work-life balance and flexible working conditions as being of utmost importance to ensure happiness.  Often times, clients bring us on to assist with revamping a flexible work policy, or a work from home program.  

 

Other impacts of our work on this list may not be as clear cut, but they do exist. For example, employees cite getting along well with colleagues as the #1 happiness-factor.  In order for strong workplace relationships to be built, organizations most likely have policies and protocols developed that allow not only for employee communication and collaboration, but for privacy when necessary as well.  The importance of these workplace guidelines can be seen especially in instances of organizations with more modern, open designs.  Stegmeier Consulting Group has helped numerous organizations develop policies and protocols, many of which focus on proper etiquette, in these new collaborative workspaces.  The aim truly is to make sure everyone is getting along!

 

When beginning a change initiative, keep in mind that the morale of your employees can be affected by any decision you make as well as how that decision is communicated (for instance, are your employees finding out about the change through proactive communications from leadership, or through back channel rumours?).  Partnering with Stegmeier Consulting can give your organization the ability to engage your people, keep them focused on the positives of your new strategy, and hopefully keep them happy as well.

Best Advice: Forget Work-Life Balance. Think Work-Life Integration.

When it comes to balancing life and work, I wish I could offer up some sage advice given to me long ago that solved all my problems. But the fact is for years I struggled with balance, keeping a busy job separate from my home life, and vice versa. And then, just last year, I heard something that stopped me in my tracks…

Source: www.linkedin.com

This article offers a unique perspective on the question almost all workers face: how do I live a rewarding, well-rounded life that allows me to designate ample time for my career, my family, and myself?  The solution, according to this article, is called work-life integration.  

Work-life integration is a mindset where, ideally, work and home life do not conflict with one another.  Instead, they are looked at as a whole.  For example, an employee may tend to think he or she needs to be a different person entirely once they step into the office.  The work-life integration approach, however,  encourages people to be themselves.  This may lead to lower stress and anxiety, and may actually make coming to the office a more pleasant experience.  This is an interesting break away from the long held idea of work-life balance, which as the name suggests, indicates that there should be clearly defined boundaries between life and work.


Whether your organization would like to encourage more work-life integration, or allow for better balance, we at Stegmeier Consulting Group recognize that time management is an important topic in the modern workplace.  We have worked with several companies who have sought to integrate and/or balance their employees’ time by offering flexible work schedules, mobile capabilities, and work-from-home programs.  Browse our website, or simply contact us to learn more about how we can help your workforce to a more productive style of working, simultaneously allowing employees an improved quality of life.


Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change



How Cultural Transformation Can Improve Performance in Healthcare

“When doctors are viewed not as an important team member, but some sort of god-like royalty, culture change is difficult,” Stegmeier says. “Ultimately, healthcare organizations need to empower all caregivers to make a positive change, but taking that first step in either addressing the problem or asking for help can be a difficult thing to do.”

Source: www.precheck.com

SCG’s Matthew Stegmeier was recently interviewed on the subject of cultural transformation in healthcare organizations and shared some insights on some of the misconceptions commonly held by healthcare executives.

Stegmeier Consulting Group has partnered with top healthcare clients such as the Cleveland Clinic, Partners HealthCare, and Johnson & Johnson to lead change initiatives ranging from boosting employee engagement to changing the office environment and, in turn, entirely changing the way administrative caregivers conduct business.

We understand the unique organizational climate of healthcare organizations, as well as how healthcare reform is impacting how institutions must operate in an increasingly competitive marketplace.  If your organization is considering changes of any significance, we’d encourage you to connect with us to learn how SCG can be a resource in preparing and leading your caregivers through change.

KPMG employees applaud the firm’s flexible hours and family-friendly policies

Mamta Soni still remembers the day last spring when she was trying to meet a work deadline before leaving on a four-week trip to India. That’s when her infant son started teething, got pink-eye and developed strep throat all at the same time.


After trying to juggle everything and realizing she couldn’t, she finally called her colleagues at KPMG’s Cleveland office and told them, “I know this needs to be done today, but I won’t be able to finish it. I just took my son to the doctor’s and I need to be home with him right now.”

When they agreed that she needed to stay with her baby and reassured her that they could finish the work without her, Soni said she got off the phone and thought, “I’m so happy I work here.”

Source: www.cleveland.com

Let’s talk numbers! Estimated costs of replacing an employee average out at 15-20% of their annual salary and some sources argue that when adding in indirect costs, total turnover costs end up being about 150% of annual salary.

KPMG is wise to offer their employees flexible hours and family-friendly policies. Not only will they have more loyal and happy employees,  their clients won’t be constantly met with a different lineup of consultants.

While some may argue that this flexibility is disruptive, it is clear that the long-term costs of lower loyalty and greater turnover far outweigh any short-term costs. How does your organization help lower turnover?

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Have You Made Your Telework Week Pledge?

“The whole program is a mock snowstorm, and most agencies will use it as a COOP exercise,” Auten said, referring to continuity of operations or the effort to keep government open in inclement weather or other adverse conditions. “It also provides a type of low-risk approach to measuring employee engagement.”

Source: www.nextgov.com

This week-long pledge has been embraced by federal agencies as a way to test continuity of operations and measure employee engagement. Studies have shown that employee engagement increases when employees are given the option to work from home and do thoughtful and creative work without office distractions. What other benefits do you think organizations could discover by participating in Telework Week?

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Balancing act: Banks move away from the ‘cult of overwork’

Grinding out hundred-hour weeks for years helps bankers think of themselves as tougher and more dedicated than everyone else. And working 15 hours a day doesn’t just demonstrate your commitment to a company; it also reinforces that commitment.

Over time, the simple fact that you work so much becomes proof that the job is worthwhile, and being in the office day and night becomes a kind of permanent initiation ritual. The challenge for Wall Street is: can it still get bankers to run with the pack if it stops treating them like dogs?

Source: www.deseretnews.com

The business world is abuzz with the news that entry-level bankers at banks such as Goldman Sachs, Bank of America Merrill Lynch and Credit Suisse are now encouraged to take at least a few weekdays off every month.

We’re seeing that the decision to leave long-hour jobs doesn’t just occur in the ranks of the Millenial generation. The numbers of Baby Boomers and Gen X-ers moving toward jobs with a better work-life balance are increasing steadily as well.

Where does this leave industries like the investment banking industry? If you are in a similar industry, would your organization’s retention rates and talent look any different if schedules allowed for a better work-life balance?

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

Urban Farming and Corporate Culture Collide in this Tokyo Office Building

Corporate offices in Tokyo don’t exactly have a great reputation. Drab, grey walls. Generic cubicles. Desks crammed next to each other. These are some of the images we conjure up. But there are an exceptional few trying to break the mold. And they’re not always tech startups.

In the center of Tokyo’s busy financial district is Pasona, a multi-national recruitment firm. When the company decided they needed a new headquarters they hired Japanese architect Yoshimi Kono to help renovate a large, 9-story building and adorn it with a lush, green wall. But the vegetation doesn’t just live on the exterior. Integrated within the building are urban farming facilities that occupy roughly 20% of the entire office space and support 200 species of fruits, vegetables and rice.

Source: www.spoon-tamago.com

Take a break from your work to go farming just outside your cubicle! An interesting way to change the corporate culture.

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

How Work-Life Balance is Shifting (And How to Keep it in Your Favor)

There’s a new paradigm for professionals battling to balance their working time and their personal time, according to John Trougakos, an associate professor of organizational behavior at University of Toronto’s Rotman School of Management.  

“The ethos encouraging overworking is becoming more pronounced,” says Trougakos. Sales targets and bottom line figures are turning up the pressure on employees to perform, and perform more often. Its a conundrum for employees who want to get ahead without sacrificing time for family, friends, and recovery from mental fatigue, which is often overlooked.”

Source: disneyinstitute.com

Setting boundries is so important for employees, but how does an organization’s culture inhibit or enable this from happening?  What has your company done to establish a corporate culture that allows employees to be comfortable in saying “No.”?

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change

The “Shoves” and “Tugs” of Employee Engagement

If you saw our recent study in The New York Times, you already know the shocking news that in 42% of organizations, high performers are less engaged than low performers. But there’s a great deal of confusion over what motives people to be engaged. For example, 89% of managers surveyed believe that money is the biggest reason employees quit. But 91% of employees surveyed say money had nothing to do with their decision to leave an organization. Maybe your people want certain hours, more flexibility, better benefits, or career advancement. Then there are the folks who just want to do their current job without being pushed to climb any higher. And even the best talent can stop giving their best effort when they can’t stand their boss or they dislike their coworkers.

Source: www.wobi.com

It’s important to regularly focus on employee engagement–don’t make it a once-a-year push.  Regular touch-points can eliminate those big eruptions when it’s often too late to fix what was a stewing problem.

Stegmeier Consulting Group can assist with a wide range of challenges involved in implementing a workplace change initiative.  Contact us to find out how our services can help your organization.


https://stegmeierconsulting.com/contact/

Phone: 440-846-1410

Changing the way organizations manage workplace change