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Data-driven Employee-Centric Workplace: �Recipe for Success

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Tech for Smart Buildings & People

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A workplace experience platform & white-label app for connecting your people, spaces and data.

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The Evolution of Employee Experience �

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The evolution of Employee Experience

�CAFM tools �

FM/Building experience

Employee centric �approach

�COVID Pandemic/�Remote Working�

New ways of Working

The Future

Intro of Workplace �Experience

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CAFM Tools

Focus on building & services experience

FM’s & property management platforms�Rise of the Digital Age�Agile, flex & activity-based working

FM/Building experience

Manager platforms for Facility outcomes

IOT sensors for occupancy & IAQ use cases �More focus on wellbeing

Integration of smart tech

Increase in agile working

Intro of Workplace Experience

Employee apps for building & services

Productivity use cases

COVID Pandemic/Remote Working�Explosion software tools for remote working

Safety Use Cases. Focus on agile working. CRE move from function focus to experience focus.

New ways of Working

Flexible & hybrid work models

Desk scheduling & comms use cases

Customer-centric approach to employees

Evolving expectations with ethics & ESG �The ‘Destination Office’. Hospitality driven workplaces.

Employee centric approach

Evolving collab & productivity use cases.

Machine learning & AI

Increase in virtual tools. Employee is the customer.

The Future

Employee Behaviours

Machine Learning

AI tools

True “Digital Assistant”

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Employee centric perspectives on the workplace

Sarah O'Reilly, Global Head of CRE Workplace solutions M&G believed that their Property division had shifted from finance to being a people function. New teams for end user experience & property data analytics were created.

Eamonn Mcclean, PM, Workplace Collaboration, JPMorgan said, “end users are looking for 3 things in attending the office - community, culture & collaboration.”

Pınar Erdem, Head of Workspace & Colleague Experience, HSBC uses the phrase – “return on experience” - when talking about RTO.

Jonathan Griffiths, Head of International Workplace Morgan Stanley discussed using data to try & determine - what does it take to get that person to come back tomorrow?

James Bursnall, Alliance Director Workplace Solutions, M&G/CBRE talks 5 senses when looking at a building & using data - could it look better, sound better, smell better, taste better & feel better.

�Alicia Duncan, Global Head of Workplace Transformation, BNY Mellon said their focus was all about “a seamless experience for their colleagues.” �

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Sarah O'Reilly, Global Head of CRE Workplace solutions M&G plc believed that their Property division had shifted from being a finance function to a people function. Within that division new teams had been created such as an end user (colleague) experience team. This being viewed as now one of the most important aspects that the property team deliver. Additionally the influx of data at their disposal prompted the establishment of a property data analytics team.

Eamonn Mcclean, Product Manager Workplace Collaboration from JPMorgan Chase & Co. said from all the research they had carried out end users are looking for three things in attending the office - community, culture and collaboration.

Pınar Erdem, Head of Workspace and Colleague Experience HSBC uses a great phrase – “return on experience” - when talking about people coming back to the office.

James Bursnall, Alliance Director Workplace Solutions at M&G/CBRE Global Workplace Solutions (GWS) talked about the 5 senses when looking at a building and using data - could it look better, sound better, smell better, taste better and feel better.

�Jonathan Griffiths, Head of International Workplace Morgan Stanley discussed using data to try and determine - what does it take to get that person to come back tomorrow?

�Alicia Duncan, Global Head of Workplace Transformation BNY Mellon said that their focus was all about a seamless experience for their colleagues. �

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What is a data driven employee-centric workplace?

A data-driven employee-centric workplace recognizes that employees are its most valuable asset and that by leveraging data, organizations can better understand and support their employees, leading to improved performance, engagement, and retention.

Or simply put, take away friction and solve problems.

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Benefits

Gallup: State of the American Workplace

For Employees

5.1 x more likely to create a sense of belonging

3.8 x more productive

1.25 unhealthy days a month compared to 2.17

For Businesses

Greater productivity by 17%

Lower absenteeism by 41%

Higher profitability by 21%

10% increase in customer ratings

20% increase in sales

23 times more likely to recommend as a great place to work

Employee Experience 2021 – JOSH BERSIN

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For Business - When compared to business units in the bottom quartile of engagement, those in the top quartile realize

For the leading organisations their people are the key focus now.

Might sound strange when you say that out loud. Hasn’t that always been the case. But there has been a transition from a facilities led approach. That then moved on to workplace experience but again centred on around the physical workplace environment and now we are very much transitioning to employee experience and human centric workplaces. With headlines such as the great resignation and war on talent, director roles such as Chief People Officer or Workplace Happiness Manager organisations are focusing on the value of their people experience. There is lot’s of research out there to validate the benefits of that as we can see from Gartner. Not to mention the sheer cost of employee attrition that could run into millions for certain organisations.

We can also see the important role that digital, tech and data are going to play in harnessing that experience and that other crucial metric, productivity. We can clearly see that Early adopters and Innovators will outpace organisations that are laggards in the productivity stakes. We can also how much credence is going to be placed on digital employee experience when it comes to prioritising and measuring digital initiative success.

Companies have started using big data, and will continue to do so to improve operations, provide a better service and monitor people’s wellbeing to name a few use cases.

We can’t talk about future workplace trends without mentioning AI of course or as it’s being termed the Fourth Industrial revolution. And even though there is huge debate over the benefits and concerns surrounding AI it will play a crucial role in automating tasks, enhancing decision-making, and improving overall productivity. Imagine could it help us improve developing capability, enhance our sales and marketing processes and messaging, help us deliver better customer service. You may already be using some tools along these lines.

All of this research points to the fact that digital tools which boost productivity, experience and well-being are going to be in big demand.

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Challenges around data?

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65% of companies report having ‘too much data’ to analyse�Thales Group

33% of data workers say that they waste too much time preparing data�www.alteryx.com

60-73% of data goes unused in analytics today

Forrester

42% of business professionals say that their analytic systems don’t meet current needs

Cisco

Organisations are investing trillions to become more data-driven, but only 8% successfully scale analytics to get value from their data�MCKINSEY ANALYTICS SURVEY, BREAKING AWAY: THE SECRETS TO SCALING ANALYTICS

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Recipe for Success:�Where to begin?�

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CHECK YOUR CUPBOARDS

Assess your tech, data, paint points & budget

GO SHOPPING

ID any tech or resources you need

GATHER YOUR INGREDIENTS�Collect the data

HOW MANY COOKS

Do you have the right team to implement the solution?

GET COOKING

Design a pilot or launch the initiative

SEASON TO TASTE

Continual improvement

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Check your cupboards

Establish a collaborative working partnership
Identify your friction points
Have clear objectives
Assess your resources
Set realistic benchmarks, targets and timelines
Evaluate budget

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Go Shopping

Invest in data analysts
Invest in systems or processes that provide missing data
Invest in configurable tools
Invest in interoperable and open data
Invest in scalability
Invest in experimentation

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Invest:

Evaluate whether your existing technology stack is sufficient to support your initiative.

If not, consider investing in new software that can:

Visualise Data: Create interactive and visually appealing dashboards, reports, and charts, making it easy to explore and understand your employee data.

Advanced Analytics: To perform complex calculations, predictive analysis, and statistical modeling to gain deeper insights into employee behavior, preferences, and performance.

Data Integration: Seamlessly integrates with a wide range of data sources, including HR systems, databases, spreadsheets, and cloud-based applications, allowing you to consolidate and analyse all your employee data in one platform.

User-Friendly Interface: Easy for users of all skill levels to create and customise visualisations, enabling data-driven decision-making across the organisation.

Scalability: Whether you're a small team or a large enterprise, deploy software that offers scalability to meet your growing needs

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Gather your ingredients�

Building data
Occupancy data
Booking data
Environmental data
Employee data
Employee feedback

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Building data

Digital twin – resources & assets – taxonomy of spaces & assets to be able to report on

Occupancy data

Need granular insight into space utilisation (individual and by types of space) not just how many people in a building/on a floor

Booking data

Compare booked vs used
Employee behavior insight – how/when are employees booking space – immediate use/booked in advance? Are tools (i.e. mobile app/kiosks/room panels) being adopted?

Environmental data

Overlay with occupancy to identify potential issues

Employee data

Aggregate with occupancy/booking data to get insight into how different teams/depts/business units are using and interacting with space

Employee feedback

Do you know what employees say they need? Are they finding the environment productive? Do they have the right types/amount of space?
Compare with what the data is telling you

Data from booking systems or occupancy sensors to capture how employees use shared workplace resources, such as desks, meeting rooms, or collaboration spaces.

Track booking data, including frequency, duration, and utilisation rates, to understand patterns in workspace usage and occupancy levels.

Identify trends in workspace utilisation, peak usage hours, and spatial preferences among employees.

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How many cooks are in the kitchen?

C-suite: focus on strategy & ROI
HR: focus on the people
Real Estate teams: focus on the space
FM Teams: focus on the operations
Services Teams: focus on the resource
IT Teams: focus on the technology

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Get cooking

Proof of concept (PoC)
Stakeholder validation
Combine your data with your objectives
Make sure your analysis is aligned with what you want to achieve
Apply your analytics tools and techniques to the data
Extract meaningful insights and patterns

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Season to taste

Full deployment follows PoC
Continuously improve your data processes and analysis techniques
Compare and contrast data and analytics
Gather employee feedback & use insights to optimise your strategies
Serve insights to stakeholders in an understandable format
Ensure the data is used to drive decision making

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Recipe Tips

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What is your recommended recipe for success?

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Recipe Tips

Communication with end users is key

Do consider data specialists

Breakdown your user groups

Consider consolidating tech

Qualitive data is just as important as quantitative data

Create guidelines to work to

Working cross collaboratively is super important

Data needs to be open & interoperable for all

Don’t get overwhelmed

Review, review & review

Push the envelope with the data & tech

Don’t get hung up about getting it right first time

Push your provider to be part of their client community

Embrace AI & machine learning

Think community, culture & collaboration

Provide data to partner ecosystem

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Identify the problem/friction – understand if you have the data or not. If not need to get the data.
Today you can get swamped with data at first. Don’t get overwhelmed. Understand and work to your problem statement for what you are looking to achieve and stay focused on that.
Technological foundation is pivotal for organisations.
Ensure the organisation is working in a cross collaborative way between the different orgnisation teams e.g HR, FM, Property, IT etc including the C suite looking at space, service and technology. Create a truly integrated workplace group (partnership scsheme) to ensure the best talent attraction and retention. This also enbales you to all work towards the same common goals regardless of function, space or service you are looking to optimise.
Qualitive data is just as important as quantitive data. Measuring ‘joy’ and ‘smiles’ is a bit less tangible but just as important. Experience and sentiment data metrics just as important as functional metrics. Example onboarding surveys and exit interviews. Experience Surveys like My Caeer, My Wokrplace, My wellbeing. Leesman data.
Don’t end up chained to something that doesn’t fit operationally as a business. Work with a system that is event driven and that the data is open protocol, exportable and iteractionable so that other systems within the tech stack can interact with that data.
Don’t over complicate it and have flexibility built into it as it will need constantly reviewing and changing
Create guidelines like M&G’s ESP – The experience has to be enjoyable, safe and productive and then work back form their as to what data you would need to enable that.
Consider consolidating tech – not only easier to work with the data but also a more frictionless and homogenised experience for your people
Do consider a data specialist team within your FM team or that other building ecosystem providers can work with so you can work in real time and be proactive to enhance an maintain the working environment for the team.
Don’t get hung up about getting it right first time. As long as you can flex and configure it’s ok.
Push the envelope with the data and tech. Be open to trying new things with it, even if it fails.
Monthly data review meetings, not just with the organisation stakeholders but also the building/workplace ecosystem of service providers.
When looking at yearly trends you can compare gut feel ‘predictive’ information against actual data
Communication with end users is key so that they are clear on what the expectation is that you are providing in an employee centric workplace. This why we provide you what we do and these are the reasons why.
Potentially breakdown your end users (employees) into user groups, segments or personas. You will have multiple employee functions within your organisation with multiple age ranges. Very hard to wrap your employee group into one group, with all having the same expectation on what a good employee centric experience looks like. Utilise a day in the life approach for each segment. There is no one size fits all. Don’t forget Nuero diverse groups.
Think about how the services you provide to benefit employee wellbeing can be used both on site and remotely e.g. yoga in a building, can it be broadcast to a wider group of people where they don’t have yoga instructors, so they can join in from wherever, and using the data form that to see what uptake there was.
Have in mind that from an employee perspective they are typically looking at three things for attending a workplace, community, culture and collaboration so make sure you have data that can measure that.
Without data how to you quantify to the C suite the investment to improve experience and in turn productivity, attraction, retention and wellbeing.
Embrace AI and machine learning. Going to be particularly helpful for predictive analytics and use cases to provide optimum environments and services to the employee. But most importantly how to analyse the data far quicker. Month long projects of data management may now be down to days or quicker.

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Success!

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Successful outcomes

Talent attraction

Employee engagement and retention

Productivity

Employee wellbeing

Customer relations

Profitability

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With those personas which can leading to better engagement and retention.

When collecting data for 12 months or more you can look at seasonal patterns which will help you better plan and facilitate workplaces for the optimum employee experience.

When looking at yearly trends you can compare gut feel ‘predictive’ information against actual data

Able to provision building services and facilities appropriately to provide an optimum experience for people to help with productivity
Using personas and data combined means that you can shape rituals in the workplace that will resonate
Provisioning tech and data to other service providers in your workplace ecosysem can result in benefits you may not have considered
When looking at yearly trends you can compare gut feel ‘predictive’ information against actual data
By using data to influence how you shape or refurbish workplaces you are increasing the chances of people wanting to be engaged in that space or with the organisation. Which in turn has an impact on productivity.