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THE 21st CENTURY WORKPLACE. © 2000 Knoll, Inc. “Businesses will increasingly pursue a second bottom line that has to do with the attention to the needs.

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Presentation on theme: "THE 21st CENTURY WORKPLACE. © 2000 Knoll, Inc. “Businesses will increasingly pursue a second bottom line that has to do with the attention to the needs."— Presentation transcript:

1 THE 21st CENTURY WORKPLACE

2 © 2000 Knoll, Inc. “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 customers) contributes to a healthy bottom line, profit.” Daniel Yankelovich, Chairman, DYG Source: The Second Bottom Line: Competing for Talent Using Innovative Workplace Design, 1998 Knoll/DYG

3 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. Workers earning:Replacement cost: $ 25,000$ 37,500 50,000 75, , ,000 COST OF WORKER TURNOVER In an attract and retain employee market, the cost of employee turnover can be extremely high:

5 © 2000 Knoll, Inc. Workplace Design Plays an Important Role in Company Performance, Holding Employees and Attracting New Talent

6 © 2000 Knoll, Inc. Source: Competing for Talent The Hay Group, Inc., 1998 Employees in high-performing companies rate their physical working conditions higher than their counterparts in all other companies COMPANY PERFORMANCE

7 © 2000 Knoll, Inc. Slightly over half of the employees planning to leave their current employer are satisfied with their physical work conditions compared to 75% of employees planning to remain Source: Competing for Talent The Hay Group, Inc., 1998 ATTRACT & RETAIN

8 © 2000 Knoll, Inc. 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 Source: The Second Bottom Line: Competing for Talent Using Innovative Workplace Design, 1998 Knoll/DYG FOCUS ON ATTRACT & RETAIN

9 © 2000 Knoll, Inc. THE 21 ST CENTURY WORKFORCE

10 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. Syndicated research program since 1987 DYG SCAN ®  Tracks social values Hopes, dreams, fears, beliefs about right and wrong  Identifies trends  Also studies: attitudes, lifestyles, behaviors, demographic trends

12 © 2000 Knoll, Inc. FOR KNOLL  National survey: 1,500 interviews  An extensive battery of additional questions asked of office workers  350 full time office workers interviewed

13 © 2000 Knoll, Inc. As we enter the 21 st century, six critical trends will impact people’s attitudes towards work and how they work TRENDS

14 © 2000 Knoll, Inc. 1.More diverse workforce on many levels 2.Breakdown of boundaries 3.Weakening of hierarchy 4.Simplification 5.Passionate pursuit of leisure 6.Personal freedom & control Demographic and Social Values TRENDS

15 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. Diversity Issue #1 TREND: MORE DIVERSE WORKFORCE More women in the workforce Importantly, more women in much higher positions

17 © 2000 Knoll, Inc % % % % % % of Masters Degrees conferred to women % Source: National Center for Education Statistics % of Bachelors Degrees conferred to women Women Will Be the More-educated Gender MORE WOMEN IN THE WORKFORCE

18 © 2000 Knoll, Inc. 9.2 million women enrolled in college 6.9 million men enrolled in college U.S. Dept. Of Education Projections for Year 2007 MORE WOMEN IN THE WORKFORCE

19 © 2000 Knoll, Inc Human Resources managers43.9% 63.4% Accountants38.7%56.6% Economists37.9%52.2% Financial managers38.6%49.3% Executive/managerial (general) 32.4%44.3% Lawyers15.3%26.6% Physicians15.8%26.2% Source: U.S. Census Women Will Dominate The Professions MORE WOMEN IN THE WORKFORCE

20 © 2000 Knoll, Inc. 61% married 33% single 6% unmarried couples 12% 6% 11% 7% 6% 8% 21% Single-No kids at home 7% 8% Unmarried Couples Married, one income, no kids Retired couples Married, dual income, kids at home Married, dual income, no kids Married, one income, kids at home “Traditional” yrs. old yrs. old Over 60 yrs. old 14% HOUSEHOLD COMPOSITION Single Parents

21 © 2000 Knoll, Inc. Women who are:  Well-educated (4+ years of college)  Professional careers  High earners (well above median for age) This year in SCAN, we have examined the “sharpest expression” of this phenomenon The “S class” MORE WOMEN IN THE WORKFORCE

22 © 2000 Knoll, Inc. Satisfaction on the Job Sacrifice Self-assured Sophisticated Salubrious Respect WHY “S CLASS”?

23 © 2000 Knoll, Inc. Source: DYG survey for LHJ, 1999 “Increasingly, I find that I will work only for employers who allow me a certain degree of flexibility, especially regarding work hours” 74% of women aged agree: The current flex-time boom was essentially female driven YOUNGER WOMEN RESHAPING WORKPLACE

24 © 2000 Knoll, Inc. “In the future, I will only work for employers who let me have a real role in decision-making.” Source: DYG survey for LHJ, % of women aged agree: 78% among college-educated women YOUNGER WOMEN RESHAPING WORKPLACE

25 © 2000 Knoll, Inc. men 53% women 65% office workers “Having a nice workspace is one of the key things that helps people feel better about their jobs and enjoy their jobs more” Women more emphatic than men on this issue (Strongly agree = 5 or 6 on a 6-point agreement scale) WORKSPACE TIED TO JOB ENJOYMENT

26 © 2000 Knoll, Inc. Young women are the driving force behind this trend… 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 © 2000 Knoll, Inc. TREND: MORE DIVERSE WORKFORCE More ethnic and racial diversity in the workforce  Especially among Generation-xers and teens Diversity Issue #2

28 © 2000 Knoll, Inc. (U.S. Census) Year 2020 Year 2000 Year 2050 POPULATION PROJECTIONS

29 © 2000 Knoll, Inc. Americans aged Americans about to enter the workforce are much more diverse Teens AGE/ETHNICITY SKEW

30 © 2000 Knoll, Inc. TREND: MORE DIVERSE WORKFORCE More older Americans in the workforce as productive lifespans increase Diversity Issue #3

31 © 2000 Knoll, Inc. Population Increase: 1998 to 2030 Source: US Census Age AGING AMERICA

32 © 2000 Knoll, Inc. Source: AARP Survey Almost all at different jobs than they currently hold (“dream” jobs) END OF TRADITIONAL RETIREMENT 80% of baby boomers plan to “work” during “retirement”

33 © 2000 Knoll, Inc. SOCIAL TRENDS: THE WORK ENVIRONMENT

34 © 2000 Knoll, Inc. Definition: TREND: BREAKDOWN OF BOUNDARIES Integration of all aspects of life; reduced compartmentalization Key Value: Balance Trend Leaders: Generation X (23-34 year olds) Source: DYG SCAN ™

35 © 2000 Knoll, Inc. At Home At Work In the Car Day care at work Dry cleaning at work Home office , Cell phone “Playing” at work 24 HOUR DAILY “FLUIDITY” Source: DYG SCAN ™

36 © 2000 Knoll, Inc. 37% Nearly 4 in 10 office workers work from their home at least occasionally (40+ employees) WORKING AT HOME

37 © 2000 Knoll, Inc. Especially business Definition TREND: WEAKENING OF HIERARCHY Less respect/faith in authority; at its worst, mistrust and cynicism regarding institutions Key ValueSelf-reliance Trend LeadersUniversal Source: DYG SCAN ™

38 © 2000 Knoll, Inc. “Businesses focus too much on profits and forget about their employees and customers” 61% strongly agree Anti-Business (Strongly agree = top 2 box on a 6-point scale) Pro-Business “Most businesses still care about the welfare of their employees and try to be fair to their customers” 29% strongly agree Pro-Business LOW FAITH IN BUSINESS

39 © 2000 Knoll, Inc. “Workers today have less loyalty to their companies than they used to.” (Strongly agree = top 2 box on a 6-point scale) 50% of office workers strongly agree:  Short-term attachment  “Portable” skills a must  Resume always updated AS A RESULT, A LOYALTY PROBLEM EXISTS

40 © 2000 Knoll, Inc. Men more likely to see loyalty problems than women (Strongly agree = top 2 box on a 6-point scale) men 61% women 45% strongly agree “Workers today have less loyalty to their companies than they used to.” AS A RESULT, A LOYALTY PROBLEM EXISTS

41 © 2000 Knoll, Inc. Definition: TREND: SIMPLIFICATION Trade-offs in the name of reducing stress and overload Key Value: “Can’t do it all” (shouldn’t do it all) Trend Leaders: Generation X; women Source: DYG SCAN ™

42 © 2000 Knoll, Inc. “Companies expect a lot more from workers today than they used to - workers are expected to get more done and get it done faster” 64% of office workers strongly agree: (Strongly agree = 5 or 6 on a 6-point agreement scale) MORE WORK TO DO

43 © 2000 Knoll, Inc. (Strongly agree = top 2 box on a 6-point scale) “I often feel that there is not enough time in the day to do all the things I need to do” All Americans 61% Office Workers 75% strongly agree (mid/large businesses) In response to high stress, Americans are simplifying their lives STRESS & SIMPLIFICATION

44 © 2000 Knoll, Inc. For the upscale, buying your way out Personal Services Prioritizing Rethinking choice “Achieving a balance” For most, reducing effort in areas of life deemed less important SIMPLIFICATION: KEY DIRECTIONS Internet, PDAs For the savvy, discovering easier ways to do things

45 © 2000 Knoll, Inc. Leads to our next trend… 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 © 2000 Knoll, Inc. Definition: TREND: PASSIONATE PURSUIT OF LEISURE Heightened status of leisure Key Value:Numerous Trend Leaders: Generation X and Boomers (particularly men) Source: DYG SCAN ™

47 © 2000 Knoll, Inc. “Spiritual” (broadly-defined) Enhancing/ cultivating Active Restorative Interactive Family At-Home Leisure Fun LEISURE DIRECTIONS Source: DYG SCAN ™

48 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. Which is a stronger symbol of success… 91% A man who achieves a more equal balance of work and play, but makes less money A man who works 70 hours a week 8% LESS WORK, MORE FUN Source: DYG survey for Men’s Health

50 © 2000 Knoll, Inc. 29% One who spends his spare time trading stocks on the Internet A man who spends his spare time on the golf course 62% Source: DYG survey for Men’s Health Which is a stronger symbol of success… LESS WORK, MORE FUN

51 © 2000 Knoll, Inc. Definition: TREND: PERSONAL FREEDOM AND CONTROL 1. “Individualize” whenever and wherever possible to fit one’s personal style 2. Having a sense of freedom, autonomy and control in all aspects of life is increasingly important Trend Leaders:Upscale, educated Source: DYG SCAN ™

52 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. THE 21 ST CENTURY WORKSPACE

54 © 2000 Knoll, Inc. AllCompanies Companiesw/40+ Empl. Analytic (solve problems, analyze info.)41%46% Transactional (process forms, data)32%28% Supervisory (oversee others)12%13% Creative (generate new ideas)7%8% Not sure7%5% WORK DESCRIPTION

55 © 2000 Knoll, Inc. AllCompanies Companiesw/40+ Empl. Collaborative within the office (work with others in office)42%50% External orientation (work with others outside office)37%31% Solo producer (work alone)20%18% WORK STYLE

56 © 2000 Knoll, Inc. The workscape today is extremely varied No single format dominates

57 © 2000 Knoll, Inc. 37% in workstations 36% shared environment THE WORKSCAPE

58 © 2000 Knoll, Inc. WORKPLACE ISSUES

59 © 2000 Knoll, Inc. “Having a nice workspace is one of the key things that helps people feel better about their jobs and enjoy their jobs more” 63% of office workers strongly agree: (Strongly agree = 5 or 6 on a 6-point agreement scale) WORKSPACE TIED TO JOB ENJOYMENT

60 © 2000 Knoll, Inc. 55% of office workers strongly agree: “The workspace someone has is more or less related to the amount of status he or she has in the company” (Strongly agree = 5 or 6 on a 6-point agreement scale) WORKSPACE TIED TO STATUS

61 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. Only 34% of office workers strongly agree: “As long as I have all the equipment and technology that I need, I really don’t care how large my workspace is or how well furnished it is” (Strongly agree = 5 or 6 on a 6-point agreement scale) IT’S NOT ALL ABOUT TECHNOLOGY

63 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. Only 16% of office workers strongly agree: “I spend so little time in my workspace that I really am not that concerned about its size or furnishings” (Workers in 40+ employee companies) (Strongly agree = 5 or 6 on a 6-point agreement scale) IT’S NOT ALL ABOUT TECHNOLOGY

65 © 2000 Knoll, Inc. Most office workers are still in the office most of the time (Workers in 40+ employee companies) WORKSPACE

66 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. PRODUCTIVITY

68 © 2000 Knoll, Inc. No significant differences between men and women regarding workspace characteristics

69 © 2000 Knoll, Inc. Technology Storage space Climate control Quiet space Space that can be personalized to your work style 70%+ say these would make them more productive GREATEST IMPACT ON PRODUCTIVITY

70 © 2000 Knoll, Inc. Ergonomic chair Visually appealing workspace Lighting control Privacy Exterior window 50%-60% say these would make them more productive MODERATE IMPACT ON PRODUCTIVITY

71 © 2000 Knoll, Inc. Personal space for small meetings Large workspace Space for personal items “Big” is not necessarily better 40% or less say these will make them more productive LEAST IMPACT ON PRODUCTIVITY

72 © 2000 Knoll, Inc. Those currently in private offices are much more likely to say privacy is crucial than are those in open spaces or workstations 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 © 2000 Knoll, Inc. Percentage who say a “private workspace” would/does make them “more productive” 58% 59% All office workers In open area In cubicle 74% 43% In own office Office workers (Workers in 40+ employee companies) THE PRIVACY PARADOX

74 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. 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 © 2000 Knoll, Inc. JOB SATISFACTION

77 © 2000 Knoll, Inc. Technology Storage space Climate control Quiet space Space that can be personalized to your work style Visually appealing workspace 70%+ say these would make them more satisfied Also topped the productivity list GREATEST IMPACT ON SATISFACTION

78 © 2000 Knoll, Inc. Ergonomic chair Lighting control Privacy Exterior window 50%-69% say these would make them more satisfied MODERATE IMPACT ON SATISFACTION

79 © 2000 Knoll, Inc. Personal space for small meetings Large workspace Space for personal items 47% or less say these would make them more satisfied Again, “Big” is not necessarily better LEAST IMPACT ON SATISFACTION

80 © 2000 Knoll, Inc. COMPARING SATISFACTION AND PRODUCTIVITY

81 © 2000 Knoll, Inc. 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 is critical 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 Two critical trends underscore the likelihood of the growing importance of the physical environment: Source: The Second Bottom Line: Competing for Talent Using Innovative Workplace Design, 1998 Knoll/DYG

83 © 2000 Knoll, Inc.


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