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THE 21st CENTURY WORKPLACE

Businesses will increasingly pursue a second bottom line that has to do with the attention to the needs of employees and customers as well as shareholders not as a return to the 1970's idea of social responsibility, but as good business - an improved second bottom line (happy employees and custom

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THE 21st CENTURY WORKPLACE

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    3. CURRENT SITUATION Employers are no longer in a position to change workplace rules to fit downsizing strategies: The domestic economy continues to be robust Unemployment is the lowest it’s been in 30 years The ‘baby bust’ is bringing fewer people into the workforce 1990’s downsizing decimated the existing workforce Currently there is a growing shortage of qualified information and service workers

    4. Workers earning: Replacement cost: $ 25,000 $ 37,500 50,000 75,000 100,000 150,000 COST OF WORKER TURNOVER

    6. COMPANY PERFORMANCE

    7. ATTRACT & RETAIN

    8. As a result, employers will be increasingly obliged to pay more attention to workers’ needs, preferences, tastes and requirements to attract and retain the best and the brightest FOCUS ON ATTRACT & RETAIN

    9. THE 21ST CENTURY WORKFORCE

    10. BACKGROUND AND METHODOLOGY Knoll, Inc. and DYG, Inc. have been working together for the past two years exploring workplace issues 1998: qualitative study (focus groups) with high tech workers 1999: national quantitative survey of office workers, part of the 1999 DYG SCAN® program

    11. DYG SCAN® Tracks social values Hopes, dreams, fears, beliefs about right and wrong Identifies trends Also studies: attitudes, lifestyles, behaviors, demographic trends

    12. FOR KNOLL National survey: 1,500 interviews An extensive battery of additional questions asked of office workers 350 full time office workers interviewed

    13. TRENDS

    14. TRENDS

    15. TREND: MORE DIVERSE WORKFORCE There are three significant demographic shifts taking place that are expected to dramatically influence the workplace of the 21st century More women in the workforce More ethnic and racial diversity An increase in the number of older workers as lifespans increase

    16. TREND: MORE DIVERSE WORKFORCE More women in the workforce Importantly, more women in much higher positions

    17. % of Bachelors Degrees conferred to women MORE WOMEN IN THE WORKFORCE

    18. 9.2 million women enrolled in college 6.9 million men enrolled in college MORE WOMEN IN THE WORKFORCE

    19. MORE WOMEN IN THE WORKFORCE

    20. HOUSEHOLD COMPOSITION - 1999

    21. Women who are: Well-educated (4+ years of college) Professional careers High earners (well above median for age) MORE WOMEN IN THE WORKFORCE

    22. WHY “S CLASS”?

    23. YOUNGER WOMEN RESHAPING WORKPLACE

    24. YOUNGER WOMEN RESHAPING WORKPLACE

    25. WORKSPACE TIED TO JOB ENJOYMENT

    26. BRINGING ASPECTS OF “HOME” TO WORK Over half of female office workers with young children would be more satisfied at work if on-site day care were provided Half of all office workers would be more satisfied at work if a fitness center existed About one-in-three office workers would be more satisfied if an errand service were provided at work (dry cleaning, video rental, etc.)

    27. TREND: MORE DIVERSE WORKFORCE More ethnic and racial diversity in the workforce Especially among Generation-xers and teens

    28. POPULATION PROJECTIONS

    29. AGE/ETHNICITY SKEW

    30. TREND: MORE DIVERSE WORKFORCE More older Americans in the workforce as productive lifespans increase

    31. AGING AMERICA

    32. END OF TRADITIONAL RETIREMENT 80% of baby boomers plan to “work” during “retirement”

    33. SOCIAL TRENDS: THE WORK ENVIRONMENT

    34. TREND: BREAKDOWN OF BOUNDARIES Integration of all aspects of life; reduced compartmentalization

    35. 24 HOUR DAILY “FLUIDITY”

    36. Nearly 4 in 10 office workers work from their home at least occasionally WORKING AT HOME

    37. TREND: WEAKENING OF HIERARCHY Less respect/faith in authority; at its worst, mistrust and cynicism regarding institutions

    38. LOW FAITH IN BUSINESS

    39. AS A RESULT, A LOYALTY PROBLEM EXISTS

    40. AS A RESULT, A LOYALTY PROBLEM EXISTS

    41. TREND: SIMPLIFICATION Trade-offs in the name of reducing stress and overload

    42. MORE WORK TO DO

    43. “I often feel that there is not enough time in the day to do all the things I need to do” STRESS & SIMPLIFICATION

    44. SIMPLIFICATION: KEY DIRECTIONS

    45. TREND: SIMPLIFICATION Where does work fall on the priority list? Sinking fast (less priority for work) “Make it before you are 30” mentality is strong among youth

    46. TREND: PASSIONATE PURSUIT OF LEISURE Heightened status of leisure

    47. LEISURE DIRECTIONS

    48. For college-educated Generation-X and boomer men, knowing how to have fun is a greater symbol of success than working hard and making it in your career LESS WORK, MORE FUN

    49. LESS WORK, MORE FUN

    50. LESS WORK, MORE FUN

    51. TREND: PERSONAL FREEDOM AND CONTROL 1. “Individualize” whenever and wherever possible to fit one’s personal style

    52. EXAMPLES AFFECTING OUR INDUSTRY: Individualize personal workspace Comfort, orientation,arrangement, adjustability On-line buying On your own time, on your own terms “Personal style” on all levels Diversity and “choice”

    53. THE 21ST CENTURY WORKSPACE

    54. WORK DESCRIPTION

    55. WORK STYLE

    57. THE WORKSCAPE

    58. WORKPLACE ISSUES

    59. WORKSPACE TIED TO JOB ENJOYMENT

    60. WORKSPACE TIED TO STATUS

    61. MYTH REFUTED The argument that workers care only about technology and not space or amenity issues in a workspace is refuted A segment of office workers do hold this view, however, they are a minority

    62. IT’S NOT ALL ABOUT TECHNOLOGY

    63. MYTH REFUTED The argument that today’s office workers are so “on the go” that they care little about their workspace is also refuted

    64. IT’S NOT ALL ABOUT TECHNOLOGY

    65. WORKSPACE

    66. WORKSPACE In the survey, we tested an extensive battery of workspace characteristics and for each asked if it would make them: More productive Less productive No impact on productivity More satisfied Less satisfied No impact on satisfaction

    67. PRODUCTIVITY

    68. No significant differences between men and women regarding workspace characteristics

    69. Technology Storage space Climate control Quiet space Space that can be personalized to your work style GREATEST IMPACT ON PRODUCTIVITY

    70. Ergonomic chair Visually appealing workspace Lighting control Privacy Exterior window MODERATE IMPACT ON PRODUCTIVITY

    71. Personal space for small meetings Large workspace Space for personal items LEAST IMPACT ON PRODUCTIVITY

    72. THE PRIVACY PARADOX Privacy was seen as crucial to one’s productivity by most workers However, there are significant differences based on one’s current workspace

    73. Percentage who say a “private workspace” would/does make them “more productive” THE PRIVACY PARADOX

    74. HYPOTHESES Self-selection: workers who need privacy will naturally gravitate to private offices Successful adaptation: workers in open workspaces have learned how to be productive with less privacy

    75. THREE LARGE DIFFERENCES BY TYPE OF WORK “Analytic” workers are more likely to say an ergonomically designed chair would improve their productivity More time sitting than others? “Supervisors” are more likely to say a private workspace would improve their productivity Need the privacy “Creative” workers place more import on exterior windows Aid the creative process?

    76. JOB SATISFACTION

    77. Technology Storage space Climate control Quiet space Space that can be personalized to your work style Visually appealing workspace GREATEST IMPACT ON SATISFACTION

    78. Ergonomic chair Lighting control Privacy Exterior window MODERATE IMPACT ON SATISFACTION

    79. Personal space for small meetings Large workspace Space for personal items LEAST IMPACT ON SATISFACTION

    80. COMPARING SATISFACTION AND PRODUCTIVITY

    81. For most workspace characteristics tested, there is a high correlation between what workers say will make them more satisfied and more productive However, three workspace characteristics have a much greater impact on satisfaction than productivity Exterior window Space for personal items Visually appealing workspace SATISFACTION & PRODUCTIVITY

    82. DYG Scan Trend Identification The rising importance of quality of life in defining “The Good Life” The rising importance of “respect” in how companies are evaluated by workers, potential workers, and even customers

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