bifm north region event january 2015
TRANSCRIPT
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“Strategic FM”
Mark Whittaker
BIFM North
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2 | 2015 KLE1 – Strategic FM
Welcome & Thanks
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3 | 2015 KLE1 – Strategic FM
TwitterToday’s event: #bifmkle
@mcr_central
@bifm_north
@Leesman_Index
@TheXenonGroup
@itv
@Whitbags
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4 | 2015 KLE1 – Strategic FM
Why Strategic FM?
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5 | 2015 KLE1 – Strategic FM
Why Strategic FM?
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6 | 2015 KLE1 – Strategic FM
The BIFM North Summer Ball
> Thursday 9th July: BIFM North Ball, Hilton Deansgate
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Today’s Event
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8 | 2015 KLE1 – Strategic FM
Introduction to today’s speakers
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Russ Forshaw – FM Director
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Manchester Central
Iconic former rail station (1880 – 1969)
Grade II* Listed
Various re-developments to date
Over 23,000 sqm of flexible events space, for 40 to over 10,000 delegates
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Manchester Central in 3 minutes
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In the heart of the city
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Facilities Management at Manchester Central
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Our Journey
Inadequate planned maintenance or asset replacement
Infrastructure, structure and fabric ‘issues’
Recruitment ‘challenges’
Spiralling consumption
Supply chain development
Ongoing departmental growth
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Our Achievements - Team
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Our Achievements - Projects
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Our Achievements - Projects
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Our Achievements - Sustainability
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What’s Next?
Team development – use the resources that are available, BIFM, You!
Venue knowledge, safeguard & share
‘Health & Safety Culture’, CDM introduction April 2015
Cohesion between FM disciplines
Venue re-development, lifecycle and future proofing
ISO: 9001 & 14001
…….. Strategic Facilities Management
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“Without data, you are nothing more than a person with an opinion…”
William Deming, American engineer, statistician, professor, author, lecturer.
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Tim Oldman CEO & Co-founder
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We do one thing, one way:
Measure how workplaces support those who use them
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Activities
Features
Facilities
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Lmi
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Lmi The standardised measure of
how well workplaces work
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0 100
Poorly supporting Highly supporting
Lmi 32.9 Lmi 84.6
Lmi
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17 Languages leesmanindex.com
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46 Countries
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690 Corporate workplaces
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63% Average response rate
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76,000 Individual employee responses
The largest contemporary collection of workplace performance data
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4% Rest of the world
12% Rest of Europe
48% UK
36% Nordic
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Online workplace forums were alight recently with discussion about an article in the UK’s Guardian Online newspaper that asked, “Is this the end of the office as we know it?” Apparently, 46% of UK workers find their local coffee shop a more productive environment than their office.
However, the footnote to the article revealed the journalistic equivalent of bubble-wrap: “Content on this page is paid for and produced to a brief agreed with O2 Business.”
It is yet another article rallying knowledge workers to break from the shackles of their ineffective offices, authored by the mobile communications giants who stand to gain most from swathes of mobile tech users becoming reliant on (addicted to) super-fast mobile networks.
The paid-for content was based on “a survey of 10,000 workers” and was conducted by Telefonica’s O2. Few details are available about the questions that were asked but the resultant findings “revealed that more than half of respondents thought
technological breakthroughs will transform the way we work over the next five to 10 years.” No s**t Sherlock!
This was hot on the heels of another study conducted by Virgin Media, one of the UK’s largest providers of domestic broadband connections, which concluded “The UK economy could receive a £1.7 billion boost if employees are given the option to carry out their work from where they see fit.” They of course mean from home – using an internet connection provided by them!
They appear to have drawn this figure from a Confederation of British Industry report that states that £17 billion is lost every year through absenteeism. It is unclear whether the “£1.7 billion boost” is calculated from 10% of those absent employees suddenly feeling well enough to contribute from their sickbeds because they have blisteringly fast fibre optic internet connectivity, or whether it is their office-based healthy co-workers picking up the slack by adding hours when they get home or using their mobile tech while en route.
O2 and Virgin Media are not alone - Microsoft has a Chief Envisioning Officer, BT a futurologist and Vodafone a workplace strategy consultancy service - and much of what they propose is beneficial.
The ‘evidence’ would be so much more compelling if it focused on the core issue.
If indeed employees are retreating to cafés en masse, it surely says more about the quality of the workplace they are escaping from, than it does of a technology or caffeine fuelled yearning for greater concentration.
Rather than pitching mobile technologies and coffee at us, perhaps the communications giants could focus their PR based “research” activities on raising the debate about the design quality of office environments: just 54% of the
70,000 employees Leesman has asked, report that the design of their space enables them to work productively!
There is little doubt that for some employees struggling with low enclosure offices, the
opportunity to escape for the sanctuary of home is a lifeline.
Across Leesman’s 70,000 research respondents, 33% indicate that they work from home at least occasionally and 17% work from home more than one day per week, but 44% of those homeworkers say they have no dedicated space or room to work from when at home.
Clearly improvements in technological connectivity allow these respondents to contribute and be productive, but to what extent can they really be ‘connected’? Is it possible to create a socially
cohesive ‘unit’ working towards a common goal if the team members are not in the same physical space?
There may be a small number of roles and personality types for whom isolation is beneficial, but our data tells us that whilst for some, concentrated activities may be better supported by the solitude of home, almost all collaborative activities, including ‘learning from others’, are hampered by it.
For HR professionals the management of remote teams produces bigger issues. With a growing awareness of the impact of social isolation on clinical depression, we have to question whether it is really possible to have any sense of employees’ physical or mental wellness when they are not in the office.
Our data leaves us in no doubt that the most productive workplaces are those that have the best “social infrastructures,” not the best patronage of local coffee shops. Looks like that makes property an HR issue.
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This issue: Human Resource Special. Looking at wellness programs, the change process and a case study of Nordea.
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A briefing on global workplace strategy, management, satisfaction & effectivenessDelivering insights that drive better strategies
‘If indeed employees are retreating to cafés
en masse, it surely says more about the quality
of the workplace they are escaping from,
SG@M�HS�CNDR�NE�@�SDBGMNKNFX�NQ�B@ƤDHMD�ETDKKDC�yearning for greater concentration. ’
Top 5 coffee producers1. Brazil2. Vietnam3. Columbia4. Indonesia5. Ethiopia
The Bean BeltAll the world’s coffee grows here:
Top 5 coffee consumers1. United States2. Germany3. Italy4. Japan5. France
Britain’s coffee shop market by shareIn 2013 the total UK coffee shop market was estimated at 16,501 outlets with a £6.2 billion total turnover. The branded coffee chain segment recorded £2.6 billion turnover across 5,531 outlets. After 15 years of considerable growth, the coffee shop sector continues to be one of the most successful in the UK economy.
UK’s top 3 branded chain outlet share in 2013Costa Coffee (1,670 outlets)Starbucks Coffee Company (790)Caffè Nero (560)Sources: Allegra Strategies UK, British Coffee Association, Mintel Coffee UK
Amount of caffeine per cup:
125 million people depend on coffee for their livelihoods
None of the above countries are locacted within the ‘Bean Belt’
Did you know?
Coffee roasting is generally done at 500°FCoffee grows in more than 50 countries
It takes 42 coffee beans to make an espresso
35% of coffee drinkers take their coffee black
Coffee takes 14 hrs to digest
The average coffee cup size is 9 ozThe average coffee drinker consumes approx 3 cups of coffee per day
Decafcoffee3 mg
Hotchocolate
19 mg
Shot ofespresso
27 mg
Can of cola
40 mg
Black tea
45 mg
Red Bull
80 mg
Brewed coffee95 mg
Coffee is the most popular drink worldwide with around two billion cups consumed every day. In the UK, we drink approximately 70 million cups of coffee per day.
Coffee is the second most traded commodity after crude oil. Coffee is also the second most popular drink in the world after water.
2b 70m 2nd
Others11%
Costa Coffee46.8%
Starbucks27%
Caffè Nero13.8%
AMT Coffee1.4%
Market segment by brand
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Computing equipment
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Temperature control
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Natural light
Meeting rooms (small)
Noise levels
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Space between work-settings
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Plants & Greenery
Desk / room booking systems
Accessibility of colleagues
Shared storage
Art or photography
Archive storage
Audio-Visual equipment
Guest / visitor network access
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Video conferences
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Security
Atriums and communal areas
Reception areas
Access (e.g. lifts, stairways, ramps etc)
Mail & post-room services
Health and safety provisions
Leisure facilities onsite or nearby
Internal signage
Hospitality services
��� :KR�DUH�/HHVPDQ" Europe’s leading and fastest FQNVHMF�HMCDODMCDMS�VNQJOK@BD�DƤDBSHUDMDRR�measurement experts.
��� :KDW�PDNHV�/HHVPDQ�ŚLQGHSHQGHQWś" Leesman NƤDQ�MN�BNMRTKS@MBX�RDQUHBDR�Ŕ�ITRS�RS@MC@QCHRDC��DƤDBSHUDMDRR�LD@RTQDLDMS�SNNKR
��� :KDW�LV�WKH�/HHVPDQ�,QGH[" Leesman’s standardised DƤDBSHUDMDRR�LD@RTQDLDMS�ADMBGL@QJ�SG@S�calculates an ‘Lmi score’ for each workplace.
��� :KDW�LV�WKH�/PL�PHDVXULQJ" The activities people are doing and how the physical features and facilities services provided support them in their work.
��� $UH�WKH�UHVSRQVHV�FRQƩGHQWLDO" Yes, completely anonymous. No response can ever be linked back to an individual respondent.
��� 6R�ZKDW�ZLOO�WKDW�GDWD�VKRZ" Exactly and very graphically how well your real estate is supporting the work of your teams in your spaces.
��� $QG�GRHV�WKLV�PHDVXUH�VWDƨ�SURGXFWLYLW\" Not directly, but it does ask whether the design NE�SGD�VNQJOK@BD�DM@AKDR�RS@Ƥ�SN�ŖVNQJ�OQNCTBSHUDKXŗ �
��� :KDW�W\SHV�RI�RUJDQLVDWLRQV�DUH�XVLQJ�/HHVPDQ" MXNMD�VHSG�RS@Ƥ�NBBTOXHMF�@�VNQJOK@BD�Q@MFHMF�
EQNL�LNSNQ�L@MTE@BSTQDQR��KDF@K�OQ@BSHBDR��ƥM@MBH@K�services, Higher Education institutes, aviation, broadcast media and more.
��� :KHQ�LV�EHVW�WR�GR�D�/HHVPDQ�VXUYH\" In truth at any time. But certainly as early as possible in planning a capital project.
���� &DQ�LW�WKHQ�EH�XVHG�DIWHU�D�SURMHFW�LV�FRPSOHWH" Yes, this is a perfect way of measuring the improvements achieved if a survey was also done prior.
���� +RZ�PDQ\�SHRSOH�VKRXOG�EH�LQYLWHG�WR�SDUWLFLSDWH" Leesman will help you get as many respondents as possible – it has no bearing on the cost.
'DWD�UHYLHZ�The data reported above shows highlights from the aggregated results across the 69,504 individual respondents received at 30th September 2014. These results are provided through the Leesman Index employee workplace satisfaction e-survey, which has been conducted across a range of pre and post occupancy workplace projects as shown.
3GD�RTQUDX�HR�A@RDC�@QNTMC�@�ƥWDC�BNQD�LNCTKD�HM�VGHBG�the questions asked do not vary. This provides us with an unrivalled ability to report and benchmark consistently across SG@S�C@S@�@MC�NƤDQ�U@KT@AKD�HMRHFGS�HMSN�CHƤDQDMBDR�ADSVDDM�any number of variables, including industry type, location, gender, age or length of service.
Ţ 192 surveys across 579 locations Ţ 72% pre-project, 17% post-project, 11% other Ţ 63% average response rateŢ 11 minute average response time
Leesman Index Q+A
The design of my workspace is important to me
It contributes to a sense of community at work
It creates an enjoyable environment to work in
It enables me to work productively
It’s a place I’m proud to bring visitors to
�����4��'DWD�6XPPDU\�Lmi 59.8Ratings reported from 69,504 respondents surveyed to date. Variance shown from 2014 Q1. Figures represent combined ‘supported, well supported, very well supported’ @BSHUHSHDR�@MC�ŖR@SHRƥDC��GHFGKX�R@SHRƥDCŗ�E@BHKHSHDR�@MC�features listed.
87% �� Individual routine tasks
78% �� Individual focused work, desk based
77% ��Learning from others
73% �� Informal social interaction
73% �� Collaborating on focused work
72% ��Desk
68% �� Chair
66% �� (M�NƧBD�MDSVNQJ connectivity
65% ��Audio conferences
65% �� Using technical / specialist equipment or materials
64% �� Individual focused work away from your desk
64% �� Collaborating on creative work
63% �� Printing / copying / scanning equipment
63% �� Informal, un-planned meetings
62% ��Relaxing / taking a break
��� �� Hosting visitors, clients or customers
57% �� Remote access to VNQJ�ƥKDR�NQ�MDSVNQJ
52% ��Video conferences
49% �� !TRHMDRR�BNMƥCDMSH@K� discussions
41% �� General décor
38% ��Dividers (between desks / areas)
36% �� Informal work areas / break-out zones
34% �� Guest / visitor network access
32% ��Air quality
29% �� Noise levels
27% +1% Plants & Greenery
26% +1%Temperature control
25% �� 5@QHDSX�NE�CHƤDQDMS� types of workspace
24% �� Quiet rooms for working alone or in pairs
��� +1%Art or photography
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Data ranked by importance
total no of respondents
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total no of respondents
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total no of respondents
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6 –– Issue 15 Leesman Review –– 7
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total no of respondents
![Page 47: BIFM North Region Event January 2015](https://reader034.vdocuments.site/reader034/viewer/2022042716/55ab057a1a28abce118b4659/html5/thumbnails/47.jpg)
Europe’s largest resource of contemporary workplace performance data
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� 5@QHDSX�NE�CHƤDQDMS�SXODR�NE�VNQJRO@BD�
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��� :KR�DUH�/HHVPDQ" Europe’s leading and fastest FQNVHMF�HMCDODMCDMS�VNQJOK@BD�DƤDBSHUDMDRR�measurement experts.
��� :KDW�PDNHV�/HHVPDQ�ŚLQGHSHQGHQWś" Leesman NƤDQ�MN�BNMRTKS@MBX�RDQUHBDR�Ŕ�ITRS�RS@MC@QCHRDC��DƤDBSHUDMDRR�LD@RTQDLDMS�SNNKR
��� :KDW�LV�WKH�/HHVPDQ�,QGH[" Leesman’s standardised DƤDBSHUDMDRR�LD@RTQDLDMS�ADMBGL@QJ�SG@S�calculates an ‘Lmi score’ for each workplace.
��� :KDW�LV�WKH�/PL�PHDVXULQJ" The activities people are doing and how the physical features and facilities services provided support them in their work.
��� $UH�WKH�UHVSRQVHV�FRQƩGHQWLDO" Yes, completely anonymous. No response can ever be linked back to an individual respondent.
��� 6R�ZKDW�ZLOO�WKDW�GDWD�VKRZ" Exactly and very graphically how well your real estate is supporting the work of your teams in your spaces.
��� $QG�GRHV�WKLV�PHDVXUH�VWDƨ�SURGXFWLYLW\" Not directly, but it does ask whether the design NE�SGD�VNQJOK@BD�DM@AKDR�RS@Ƥ�SN�ŖVNQJ�OQNCTBSHUDKXŗ �
��� :KDW�W\SHV�RI�RUJDQLVDWLRQV�DUH�XVLQJ�/HHVPDQ" MXNMD�VHSG�RS@Ƥ�NBBTOXHMF�@�VNQJOK@BD�Q@MFHMF�
EQNL�LNSNQ�L@MTE@BSTQDQR��KDF@K�OQ@BSHBDR��ƥM@MBH@K�services, Higher Education institutes, aviation, broadcast media and more.
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���� &DQ�LW�WKHQ�EH�XVHG�DIWHU�D�SURMHFW�LV�FRPSOHWH" Yes, this is a perfect way of measuring the improvements achieved if a survey was also done prior.
���� +RZ�PDQ\�SHRSOH�VKRXOG�EH�LQYLWHG�WR�SDUWLFLSDWH" Leesman will help you get as many respondents as possible – it has no bearing on the cost.
'DWD�UHYLHZ�The data reported above shows highlights from the aggregated results across the 69,504 individual respondents received at 30th September 2014. These results are provided through the Leesman Index employee workplace satisfaction e-survey, which has been conducted across a range of pre and post occupancy workplace projects as shown.
3GD�RTQUDX�HR�A@RDC�@QNTMC�@�ƥWDC�BNQD�LNCTKD�HM�VGHBG�the questions asked do not vary. This provides us with an unrivalled ability to report and benchmark consistently across SG@S�C@S@�@MC�NƤDQ�U@KT@AKD�HMRHFGS�HMSN�CHƤDQDMBDR�ADSVDDM�any number of variables, including industry type, location, gender, age or length of service.
Ţ 192 surveys across 579 locations Ţ 72% pre-project, 17% post-project, 11% other Ţ 63% average response rateŢ 11 minute average response time
Leesman Index Q+A
The design of my workspace is important to me
It contributes to a sense of community at work
It creates an enjoyable environment to work in
It enables me to work productively
It’s a place I’m proud to bring visitors to
�����4��'DWD�6XPPDU\�Lmi 59.8Ratings reported from 69,504 respondents surveyed to date. Variance shown from 2014 Q1. Figures represent combined ‘supported, well supported, very well supported’ @BSHUHSHDR�@MC�ŖR@SHRƥDC��GHFGKX�R@SHRƥDCŗ�E@BHKHSHDR�@MC�features listed.
87% �� Individual routine tasks
78% �� Individual focused work, desk based
77% ��Learning from others
73% �� Informal social interaction
73% �� Collaborating on focused work
72% ��Desk
68% �� Chair
66% �� (M�NƧBD�MDSVNQJ connectivity
65% ��Audio conferences
65% �� Using technical / specialist equipment or materials
64% �� Individual focused work away from your desk
64% �� Collaborating on creative work
63% �� Printing / copying / scanning equipment
63% �� Informal, un-planned meetings
62% ��Relaxing / taking a break
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57% �� Remote access to VNQJ�ƥKDR�NQ�MDSVNQJ
52% ��Video conferences
49% �� !TRHMDRR�BNMƥCDMSH@K� discussions
41% �� General décor
38% ��Dividers (between desks / areas)
36% �� Informal work areas / break-out zones
34% �� Guest / visitor network access
32% ��Air quality
29% �� Noise levels
27% +1% Plants & Greenery
26% +1%Temperature control
25% �� 5@QHDSX�NE�CHƤDQDMS� types of workspace
24% �� Quiet rooms for working alone or in pairs
��� +1%Art or photography
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total no of respondents
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6 –– Issue 15 Leesman Review –– 7
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� 3D@��BNƤDD�@MC�NSGDQ�QDEQDRGLDMS�E@BHKHSHDR�
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��� :KDW�PDNHV�/HHVPDQ�ŚLQGHSHQGHQWś" Leesman NƤDQ�MN�BNMRTKS@MBX�RDQUHBDR�Ŕ�ITRS�RS@MC@QCHRDC��DƤDBSHUDMDRR�LD@RTQDLDMS�SNNKR
��� :KDW�LV�WKH�/HHVPDQ�,QGH[" Leesman’s standardised DƤDBSHUDMDRR�LD@RTQDLDMS�ADMBGL@QJ�SG@S�calculates an ‘Lmi score’ for each workplace.
��� :KDW�LV�WKH�/PL�PHDVXULQJ" The activities people are doing and how the physical features and facilities services provided support them in their work.
��� $UH�WKH�UHVSRQVHV�FRQƩGHQWLDO" Yes, completely anonymous. No response can ever be linked back to an individual respondent.
��� 6R�ZKDW�ZLOO�WKDW�GDWD�VKRZ" Exactly and very graphically how well your real estate is supporting the work of your teams in your spaces.
��� $QG�GRHV�WKLV�PHDVXUH�VWDƨ�SURGXFWLYLW\" Not directly, but it does ask whether the design NE�SGD�VNQJOK@BD�DM@AKDR�RS@Ƥ�SN�ŖVNQJ�OQNCTBSHUDKXŗ �
��� :KDW�W\SHV�RI�RUJDQLVDWLRQV�DUH�XVLQJ�/HHVPDQ" MXNMD�VHSG�RS@Ƥ�NBBTOXHMF�@�VNQJOK@BD�Q@MFHMF�
EQNL�LNSNQ�L@MTE@BSTQDQR��KDF@K�OQ@BSHBDR��ƥM@MBH@K�services, Higher Education institutes, aviation, broadcast media and more.
��� :KHQ�LV�EHVW�WR�GR�D�/HHVPDQ�VXUYH\" In truth at any time. But certainly as early as possible in planning a capital project.
���� &DQ�LW�WKHQ�EH�XVHG�DIWHU�D�SURMHFW�LV�FRPSOHWH" Yes, this is a perfect way of measuring the improvements achieved if a survey was also done prior.
���� +RZ�PDQ\�SHRSOH�VKRXOG�EH�LQYLWHG�WR�SDUWLFLSDWH" Leesman will help you get as many respondents as possible – it has no bearing on the cost.
'DWD�UHYLHZ�The data reported above shows highlights from the aggregated results across the 69,504 individual respondents received at 30th September 2014. These results are provided through the Leesman Index employee workplace satisfaction e-survey, which has been conducted across a range of pre and post occupancy workplace projects as shown.
3GD�RTQUDX�HR�A@RDC�@QNTMC�@�ƥWDC�BNQD�LNCTKD�HM�VGHBG�the questions asked do not vary. This provides us with an unrivalled ability to report and benchmark consistently across SG@S�C@S@�@MC�NƤDQ�U@KT@AKD�HMRHFGS�HMSN�CHƤDQDMBDR�ADSVDDM�any number of variables, including industry type, location, gender, age or length of service.
Ţ 192 surveys across 579 locations Ţ 72% pre-project, 17% post-project, 11% other Ţ 63% average response rateŢ 11 minute average response time
Leesman Index Q+A
The design of my workspace is important to me
It contributes to a sense of community at work
It creates an enjoyable environment to work in
It enables me to work productively
It’s a place I’m proud to bring visitors to
�����4��'DWD�6XPPDU\�Lmi 59.8Ratings reported from 69,504 respondents surveyed to date. Variance shown from 2014 Q1. Figures represent combined ‘supported, well supported, very well supported’ @BSHUHSHDR�@MC�ŖR@SHRƥDC��GHFGKX�R@SHRƥDCŗ�E@BHKHSHDR�@MC�features listed.
87% �� Individual routine tasks
78% �� Individual focused work, desk based
77% ��Learning from others
73% �� Informal social interaction
73% �� Collaborating on focused work
72% ��Desk
68% �� Chair
66% �� (M�NƧBD�MDSVNQJ connectivity
65% ��Audio conferences
65% �� Using technical / specialist equipment or materials
64% �� Individual focused work away from your desk
64% �� Collaborating on creative work
63% �� Printing / copying / scanning equipment
63% �� Informal, un-planned meetings
62% ��Relaxing / taking a break
��� �� Hosting visitors, clients or customers
57% �� Remote access to VNQJ�ƥKDR�NQ�MDSVNQJ
52% ��Video conferences
49% �� !TRHMDRR�BNMƥCDMSH@K� discussions
41% �� General décor
38% ��Dividers (between desks / areas)
36% �� Informal work areas / break-out zones
34% �� Guest / visitor network access
32% ��Air quality
29% �� Noise levels
27% +1% Plants & Greenery
26% +1%Temperature control
25% �� 5@QHDSX�NE�CHƤDQDMS� types of workspace
24% �� Quiet rooms for working alone or in pairs
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total no of respondents
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6 –– Issue 15 Leesman Review –– 7
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:KLFK�IHDWXUHV�GR�\RX�FRQVLGHU�WR�EH�DQ�LPSRUWDQW�SDUW�RI�DQ�HƨHFWLYH�ZRUNVSDFH" Not Provided � 'HFGKX�#HRR@SHRƥDC������ �� #HRR@SHRƥDC������ � Neutral (0) � 2@SHRƥDC����� �� 'HFGKX�2@SHRƥDC����
Data ranked by importance
total no of respondents
![Page 48: BIFM North Region Event January 2015](https://reader034.vdocuments.site/reader034/viewer/2022042716/55ab057a1a28abce118b4659/html5/thumbnails/48.jpg)
Q. Why is strategic FM so important?
![Page 49: BIFM North Region Event January 2015](https://reader034.vdocuments.site/reader034/viewer/2022042716/55ab057a1a28abce118b4659/html5/thumbnails/49.jpg)
The design of my workplace enables me to work productively1 1 Leesman Office – 01.01.15
54%
![Page 50: BIFM North Region Event January 2015](https://reader034.vdocuments.site/reader034/viewer/2022042716/55ab057a1a28abce118b4659/html5/thumbnails/50.jpg)
Client! Sector! Respondents! Leesman Lmi! Productivity agreement! Pride agreement!
A! Real Estate! 127! 80.2! 78%! 97%!
B! Internet! 125! 79.7! 83%! 93%!
C! Biotechnology! 141! 76.3! 76%! 80%!
D! Real Estate! 336! 75.3! 88%! 97%!
B! Internet! 140! 75.2! 74%! 86%!
B! Internet! 256! 75.1! 78%! 86%!
E! Construction! 104! 74.4! 75%! 83%!
F! Health, Wellness & Fitness! 242! 74.4! 76%! 91%!
G! Banking! 154! 73.6! 69%! 68%!
H! Insurance! 453! 73.0! 72%! 89%!
I! Publishing ! 121! 72.6! 61%! 92%!
J! Computer Software! 142! 72.2! 75%! 70%!
K! Architecture & Planning! 115! 72.2! 76%! 87%!
L! Computer Software! 180! 71.5! 67%! 93%!
M! Infrastructure! 1342! 71.4! 64%! 87%!
86%
74%
![Page 51: BIFM North Region Event January 2015](https://reader034.vdocuments.site/reader034/viewer/2022042716/55ab057a1a28abce118b4659/html5/thumbnails/51.jpg)
Client! Sector! Respondents! Leesman Lmi! Productivity agreement! Pride agreement!
N! Automotive! 382! 50.5! 48%! 27%!
O! Hospital & Healthcare ! 104! 50.4! 39%! 30%!
P! Automotive! 2993! 50.0! 36%! 21%!
D! Real Estate! 250! 49.6! 42%! 24%!
M! Infrastructure! 128! 49.0! 33%! 20%!
N! Automotive! 112! 48.9! 42%! 16%!
Q! Information Technology Services! 244! 48.7! 33%! 20%!
M! Infrastructure! 212! 48.1! 34%! 31%!
N! Automotive! 116! 47.8! 45%! 28%!
R! Commercial Real Estate! 198! 47.7! 37%! 29%!
N! Automotive! 496! 47.6! 46%! 33%!
M! Infrastructure! 196! 47.2! 29%! 20%!
S! Food and Beverages! 190! 46.7! 39%! 24%!
N! Automotive! 360! 45.7! 38%! 23%!
T! Retail! 784! 45.5! 30%! 33%!
38%
36%
25%
63%
![Page 52: BIFM North Region Event January 2015](https://reader034.vdocuments.site/reader034/viewer/2022042716/55ab057a1a28abce118b4659/html5/thumbnails/52.jpg)
0 10 20 30 40 50 60
Using technical / specialist equipment or materials Learning from others
Reading Audio conferences
Telephone conversaBons Individual rouBne tasks
HosBng visitors, clients or customers Individual focused work away from your desk
Planned meeBngs Informal social interacBon
Individual focused work, desk based Informal, un-‐planned meeBngs
Larger group meeBngs or audiences Business confidenBal discussions
Relaxing / taking a break Thinking / creaBve thinking
CollaboraBng on creaBve work CollaboraBng on focused work
Private conversaBons Spreading out paper or materials
Video conferences
Workplace Activities by Satisfaction: High performance workplace Which activities are important to you in your work and how well are they supported?
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The design of my workplace enables me to work productively
86%
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0 10 20 30 40 50 60 70
Individual rouBne tasks Learning from others
Telephone conversaBons Individual focused work, desk based
Informal social interacBon Individual focused work away from your desk
Spreading out paper or materials Using technical / specialist equipment or materials
Reading CollaboraBng on creaBve work CollaboraBng on focused work
Thinking / creaBve thinking Planned meeBngs
Informal, un-‐planned meeBngs Relaxing / taking a break
Audio conferences Business confidenBal discussions
Private conversaBons Larger group meeBngs or audiences HosBng visitors, clients or customers
Video conferences
Workplace Activities by Satisfaction: Low performance workplace Which activities are important to you in your work and how well are they supported?
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The design of my workplace enables me to work productively
15%
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-
10
20
30
40
50
60
70
80
90
100
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022
New = High Functionality & Effectiveness
Old = Low Functionality & Effectiveness
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-
10
20
30
40
50
60
70
80
90
100
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022
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-
10
20
30
40
50
60
70
80
90
100
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022
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-
10
20
30
40
50
60
70
80
90
100
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022
Are you really protecting your asset value ?
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me vs we 0 100
Poorly supporting Highly supporting
Lmi 32.9 Lmi 84.6
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0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Telephone conversations
Individual focused work, desk based
Thinking / creative thinking
Reading Individual focused work
away from your desk
Spreading out paper or materials
Individual routine tasks
Top 15 Bottom 15 Individual Activities by volume of Importance
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Individual Activities by satisfaction
79% 86%
67% 72%
80%
60%
92%
53%
66%
36%
44% 49% 48%
79%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Telephone conversations
Individual focused work, desk based
Thinking / creative thinking
Reading Individual focused work
away from your desk
Spreading out paper or materials
Individual routine tasks
Top 15 Bottom 15
4/7
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0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Planned meetings
Informal, un-planned meetings
Informal social interaction
Collaborating on focused
work
Hosting visitors, clients or
customers
Collaborating on creative
work
Learning from others
Larger group meetings or audiences
Audio conferences
Video conferences
Top 15 Bottom 15 Collaborative Activities by volume of Importance
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79% 82%
88% 87% 80%
77%
85%
76% 81%
76%
59%
48%
62% 58%
36%
52%
72%
47% 52%
32%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Planned meetings
Informal, un-planned meetings
Informal social interaction
Collaborating on focused
work
Hosting visitors, clients or
customers
Collaborating on creative
work
Learning from others
Larger group meetings or audiences
Audio conferences
Video conferences
Top 15 Bottom 15 Collaborative Activities by volume of Importance
9/10
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0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Computing equipment
Chair Desk Telephone equipment
Personal storage
Dividers (between
desks / areas)
Ability to personalise my
workstation
People walking past your desk
Space between work-settings
Shared storage
Top 15 Bottom 15 Features supporting individuals by volume of Importance
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73% 73% 76% 78%
54%
42% 39% 39%
54%
45%
53% 56%
64%
56%
42%
25%
35%
24%
34%
24%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Computing equipment
Chair Desk Telephone equipment
Personal storage
Dividers (between
desks / areas)
Ability to personalise my
workstation
People walking past your desk
Space between work-settings
Shared storage
Top 15 Bottom 15 Features supporting individuals by satisfaction
4/10
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0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Accessibility of colleagues
Audio-Visual equipment
Informal work areas / break-out zones
Meeting rooms (large) Meeting rooms (small) Quiet rooms for working alone or in
pairs
Variety of different types of workspace
Top 15 Bottom 15 Features supporting collaboration by importance
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77%
66% 72%
64% 67%
44%
63% 59%
28%
15%
28% 27%
11% 9%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Accessibility of colleagues
Audio-Visual equipment
Informal work areas / break-out zones
Meeting rooms (large) Meeting rooms (small) Quiet rooms for working alone or in
pairs
Variety of different types of workspace
Top 15 Bottom 15 Features supporting collaboration by satisfaction
6/7
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The cost of everything, but the value of nothing.
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The design of my workplace enables me to work productively1 1 Leesman Office – 01.01.15
54%
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• 200 FTE’s • 13 sq m / person (BCO) • 2600 sq m (28,000 sq ft) • £50 / sq ft = £1.4m
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• 200 FTE’s • 13 sq m / person (BCO) • 2600 sq m (28,000 sq ft) • £50 / sq ft = £1.4m • £7,000 / person
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• 200 FTE’s • 13 sq m / person (BCO) • 2600 sq m (28,000 sq ft) • £50 / sq ft = £1.4m • £7,000 / person
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• 200 FTE’s • 13 sq m / person (BCO) • 2600 sq m (28,000 sq ft) • £50 / sq ft = £1.4m • £7,000 / person
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• 200 FTE’s • 13 sq m / person (BCO) • 2600 sq m (28,000 sq ft) • £50 / sq ft = £1.4m • £7,000 / person • Net efficiency c. 30%
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Fit for purpose Effective
Functional
Sustainable
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World Green Building Council
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worldgbc.org
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Build workplaces that make a positive contribution to orgnisational performance.
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Recognising excellence in workplace effectiveness
+
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+ 21/ 690
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NCC PD Land Securities +
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“The standard by which all buildings will be measured.” +
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Recognising excellence in workplace effecBveness.
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10 –– Issue 15
Darwin is often mis-quoted as saying it is the strongest who survive. He actually proposed
that it is the “adaptable” who survive – those who change and develop in line with changes in their surroundings. If the same is true in corporate life, is it not time to offer greater help for employees to adapt to workplace changes
around them by looking at the world from their angle? So I’ve ploughed through large amounts of change, change management and workplace change literature. And at the risk of oversimplification, I would say most focus on employee resistance and on the various “tricks,” such as communication and
engagement, to overcome this resistance.
But I think it’s a bit too harsh to say that people blindly resist change – I would suggest instead that they merely “react.”And I think you will agree that to “react” is an entirely reasonable response when stuff is going on around you.
Wouldn’t it in fact be rather alarming if nobody challenged a move from a private office to open plan, or giving up their designated desk in return for having the option to choose between numerous free workstations every morning? Wouldn’t that signal a complete lack of
engagement and motivation? So everyone should
be allowed – or actually encouraged – to challenge new things in their organisations. So I suggest we stop talking about employee resistance as the worst challenge a manager can face, and instead embrace the change critique that people offer.It has also frustrated me while digging through endless academic papers on transformational change, how employees are too often lazily massed as a homogenous group called “the employees” and how this group is then seen as an object in which change needs
to be implemented. It is almost as if the employees were one and the same person who thinks and reacts in the same way. Yet we all know this to be so far from reality. The reality is, not everyone will react in the
same way. When change is delivered, some people get excited while others put their foot down and challenge what is happening. We simply are not all the same.
At the Workplace Trends event in London a few weeks ago, one of the speakers was asked how the employees had reacted to the workplace
change that they had delivered. Her answer “Some people will always complain” was met with comfortable laughter from the audience, as to confirm “we know what
you mean, we’ve all dealt with those people.”But instead of just laughing and accepting that some employees will “always” complain and using that as justification to ignore the problem, why not make an effort to actually understand why some people
always complain. One popular model used to describe the emotional process that employees go through when confronted with change is the so-called Change Curve. It was originally developed by Kübler-Ross to explain how people deal with catastrophic loss, and it suggests that people go through the stages
of denial, anger, bargaining
and depression before reaching the final stage of acceptance. Although it serves the purpose of communicating the emotional process people might go through in change, there’s again a risk that it is used to oversimplify the experience of several individuals into one collective
experience. And certainly don’t expect employees to progress through the curve at the same pace. In my research I’ve heard two individuals from the same organisation, who were subject to the same communication and engagement, give completely contradicting answers about certain events related to their office relocation. I’ve also seen how location decisions, distribution of office rooms and allocation of parking spaces have become big issues and have caused unnecessary distractions for project teams because of unanswered questions, wrong interpretations and a
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Source: Adapted from Kübler-Ross (1982) & Procheska and Diclemente (1992)
ShockSuprise or shock at the event
DenialDisbelief; looking for evidence that it isn’t true
FustrationRecognition that things are different;sometimes angry
DepressionLow mood; lacking energy
ExperimentInitial engagement with the new situation
DecisionLearning how to work in the new situation; feeling more positive
IntegrationChanges integrated;a renewed individual
Pre contemplationContemplation
PreperationAction
Maintenance
Mor
ale
and
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Time
leesmanindex.com
+
Leesman Review –– 5
Online workplace forums
were alight recently with
discussion about an article in
the UK’s Guardian Online
newspaper that asked, “Is
this the end of the office as
we know it?” Apparently, 46%
of UK workers find their local
coffee shop a more productive
environment than their office.
However, the footnote
to the article revealed the
journalistic equivalent of
bubble-wrap: “Content on
this page is paid for and
produced to a brief agreed
with O2 Business.”
It is yet another article
rallying knowledge workers to
break from the shackles of their
ineffective offices, authored by
the mobile communications
giants who stand to gain most
from swathes of mobile tech
users becoming reliant on
(addicted to) super-fast
mobile networks.
The paid-for content was
based on “a survey of 10,000
workers” and was conducted
by Telefonica’s O2. Few
details are available about
the questions that were asked
but the resultant findings
“revealed that more than
half of respondents thought
technological breakthroughs
will transform the way we
work over the next five to
10 years.” No s**t Sherlock!
This was hot on the heels
of another study conducted by
Virgin Media, one of the UK’s
largest providers of domestic
broadband connections,
which concluded “The UK
economy could receive a £1.7
billion boost if employees are
given the option to carry out
their work from where they
see fit.” They of course mean
from home – using an internet
connection provided by them!
They appear to have
drawn this figure from a
Confederation of British
Industry report that states
that £17 billion is lost every
year through absenteeism.
It is unclear whether the
“£1.7 billion boost” is calculated
from 10% of those absent
employees suddenly feeling
well enough to contribute from
their sickbeds because they
have blisteringly fast fibre optic
internet connectivity, or whether
it is their office-based healthy
co-workers picking up the
slack by adding hours when
they get home or using their
mobile tech while en route.
O2 and Virgin Media are
not alone - Microsoft has a
Chief Envisioning Officer, BT
a futurologist and Vodafone a
workplace strategy consultancy
service - and much of what
they propose is beneficial.
The ‘evidence’ would be
so much more compelling if
it focused on the core issue.
If indeed employees are
retreating to cafés en masse,
it surely says more about the
quality of the workplace they
are escaping from, than it does
of a technology or caffeine
fuelled yearning for greater
concentration.
Rather than pitching mobile
technologies and coffee at us,
perhaps the communications
giants could focus their PR
based “research” activities
on raising the debate about
the design quality of office
environments: just 54% of the
70,000 employees Leesman
has asked, report that the
design of their space enables
them to work productively!
There is little doubt that
for some employees struggling
with low enclosure offices, the
opportunity to escape for the
sanctuary of home is a lifeline.
Across Leesman’s 70,000
research respondents, 33%
indicate that they work from
home at least occasionally
and 17% work from home
more than one day per
week, but 44% of those
homeworkers say they have
no dedicated space or room
to work from when at home.
Clearly improvements in
technological connectivity
allow these respondents to
contribute and be productive,
but to what extent can they
really be ‘connected’? Is it
possible to create a socially
cohesive ‘unit’ working
towards a common goal if
the team members are not
in the same physical space?
There may be a small
number of roles and
personality types for whom
isolation is beneficial, but our
data tells us that whilst for
some, concentrated activities
may be better supported by
the solitude of home, almost
all collaborative activities,
including ‘learning from
others’, are hampered by it.
For HR professionals the
management of remote teams
produces bigger issues. With
a growing awareness of the
impact of social isolation on
clinical depression, we have
to question whether it is really
possible to have any sense of
employees’ physical or mental
wellness when they are not in
the office. Our data leaves us in
no doubt that the most
productive workplaces are
those that have the best
“social infrastructures,” not
the best patronage of local
coffee shops. Looks like that
makes property an HR issue.
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A briefing on global workplace strategy, management, satisfaction & effectiveness
Delivering insights that drive better strategies
‘If indeed employees are retreating to cafés
en masse, it surely says more about the quality
of the workplace they are escaping from,
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yearning for greater concentration. ’
Top 5 coffee producers
1. Brazil
2. Vietnam
3. Columbia
4. Indonesia
5. Ethiopia
The Bean Belt
All the world’s coffee grows here:
Top 5 coffee consumers
1. United States
2. Germany
3. Italy
4. Japan
5. France
Britain’s coffee shop market by share
In 2013 the total UK coffee shop market was estimated
at 16,501 outlets with a £6.2 billion total turnover.
The branded coffee chain segment recorded £2.6 billion
turnover across 5,531 outlets. After 15 years of
considerable growth, the coffee shop sector continues
to be one of the most successful in the UK economy.
UK’s top 3 branded chain outlet share in 2013
Costa Coffee (1,670 outlets)
Starbucks Coffee Company (790)
Caffè Nero (560)
Sources: Allegra Strategies UK, British Coffee Association, Mintel Coffee UK
Amount of caffeine per cup:
125 million people
depend on coffee
for their livelihoods
None of the above countries
are locacted within the
‘Bean Belt’
Did you know?
Coffee roasting is generally done at 500°F
Coffee grows in more than 50 countries
It takes 42 coffee beans to make an espresso
35% of coffee drinkers take their coffee black
Coffee takes 14 hrs to digest
The average coffee cup size is 9 oz
The average coffee drinker consumes approx
3 cups of coffee per day
Decafcoffee3 mg
Hotchocolate
19 mg
Shot ofespresso
27 mg
Can of cola
40 mg
Black tea
45 mg
Red Bull
80 mg
Brewed coffee95 mg
Coffee is the most popular drink worldwide with around two billion cups
consumed every day. In the UK, we drink approximately 70 million cups of
coffee per day.
Coffee is the second most traded commodity
after crude oil. Coffee is also the second most
popular drink in the world after water.
2b 70m
2nd
Others11%
Costa Coffee46.8%Starbucks
27%
Caffè Nero13.8%
AMT Coffee1.4%
Market segment by brand
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1 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Speaker
Mr. David MorrisFFA FBIFM FInstLM MIMgt MIoD
Managing Director
The Xenon Group
specialising in FM Consultancy,
FM Training & FM Recruitment
Career Profile>
> Set up the BIFM North Region and was its first Chairman
> Twice nationally elected BIFM Council Member for 6 years.
> Chairman of the BIFM International SIG and Member of the
BIFM Membership Committee.
> Chairman of the BIFM FM of the Year Award panel for 3 yrs.
> Producer of 5 successful FM of the Year submissions.
> Operations Director:
> Turner & Townsend FM;
> Johnson Controls for MoD Account;
> Operations Director and then Business Development
Director - Sulzer Infra Corporation.
> Experience Overview:
> Outsourcing AT&T UK & Ireland and subsequently
into Europe; Outsourcing Xerox manufacturing;
Outsourcing West Mercia and Manchester Benefits
Agency regions; PFI/PPP business development
and subsequent operational implementation.
> Guest lecturer on MSc in FM modules at Sheffield Hallam
FM Graduate Centre for 5 years.
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2 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Planning the FM Strategy
> What is the FM Strategy – it is a plan for the next 1 – 5 years or 25/30 years for PFI/PPP/PF2.
> This needs careful planning and requires a 6 step approach.
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3 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 1 – Understand the Business Strategy
> We need to understand the Business Aims, Business Vision and Mission Statement – in fact we should consider anything that refers to the overall business direction/strategy.
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4 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 1 – Understand the Business Strategy
> The creation of the FM strategy also needs to be viewed against other functional strategies:
> Sales
> Marketing
> Production
> Finance
> HR
> etc
> The FM Department cannot operate in isolation.
> FM needs the support of and provides services to other departments.
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5 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 2 – Understand Internal/External Factors
> To achieve this understanding, the FM Strategy needs to be generated, and assessed, using management tools such as SWOT (Internal Assessment) and PESTLE (External Assessment).
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6 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 3 – Identify Stakeholders
> Assuming you are contemplating a wonderful FM strategy; have you included various stakeholder appreciations of your thoughts?
> Stakeholders can also be classified as internal or external.
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7 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 3 – Identify Stakeholders
> Internal stakeholders would be groups within the business, for example, owners and employees.
> External stakeholders are groups outside the organisation, for example the local community.
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8 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 4 – Create the FM Strategy
> Having taken into account views of the business strategy, stakeholders and other functional departments, you can now focus on defining your FM strategy.
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9 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 4 – Create the FM Strategy
> For example:
> Buy your property or rent it.
> Location, style, tenure.
> Company culture.
> In-house service delivery or outsourced suppliers.
> What type of perceived customer service delivery: gold, silver or bronze.
> What will the business pay for?
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10 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 4 – Create the FM Strategy
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11 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 5 – Implement the Strategy
> Now that the strategy has been created, it needs the delivery involvement of other departments.
> You should set clear (SMART) FM operational objectives.
> The FM strategy needs to be communicated to external stakeholders.
> HR – TUPE
> Finance – Cashflow
> IT – Technology
> Use appropriate language.
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12 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 5 – Implement the Strategy
> Define what success looks like.
> Set and agree the processes – Balanced Scorecard, SLAs and KPIs.
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13 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 6 – Review
> The FM strategy needs continuous review against the Business Plan.
> The business drivers may have changed, over time, so the FM strategy may no longer be fit for purpose and in need of amendment.
> We are now about to complete the circle as the freshly delivered strategic plan needs to be reviewed, in terms of success, against the Business Plan performance.
> Is the delivered FM strategy fully supporting the core business?
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14 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 6 – Review
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15 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Step 6 - Review
> The classic Continuous Improvement model is Deming’s Cycle.
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16 | BIFM North Region Key Learning Event of 2015 – Strategic FM
Any Questions
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Facilities Management Strategy
Ian Jones – Director of Facilities & Estates ITV PLC
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Strategy…
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• I have been in the service industry for almost all my adult life and am passionate about my profession
• I have worked on both sides of the fence in my career
• As a Director of Facilities my role is about understanding and satisfying the needs of people in our business (and all too often their wants as well)
• I don’t do rocket science or management speak (and I apologise now for any profane language!)
• I’m not an optimist or a pessimist, I’m a Facilities Manager
• This is my view, right or wrong
Before we begin
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Today Im going to…
• Talk about the story of ITVs FM strategy
• Show how it added value
• Give some practical tips at the most basic level
• Talk about my personal experience
• Leave you with something to think about
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FLIPCHART ExerciseNine boxes
Know your audience…
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This is important…
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A plan of action that is designed to achieve a long term or overall aim
The art of planning and directing overall military operations and movements in a war or battle (ITVs case!)
What is Strategy?
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• ITV 2005-2010
• 12 companies
• Run by TV people
• Not One-ITV
• 2009 payroll
Company Context
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• ITV structure is such that everyone thinks they are in charge (and right!)• Lawless - everyone doing just what they wanted to do• Clue in the title – ITV – we make programmes for other people • Hardly anyone knew who FM were or what we did• No-one could see how we could or were adding value• Services that were provided differed from site to site• TFM outsourcing was being looked at seriously• Everyone in the team worked really hard – doing lots for everyone but
sometimes missing the basics (which of course is what people notice)• My team had good people that were capable of doing much more and
needed to be given a chance
FM Context
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‘Create a lean ITV making world class programmes capable of being broadcast over different platforms and sold around the globe.’
The Company Strategy…or Mission Statement…or Vision…or Objective…etc…
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• Give them a place they are proud of and want to work in
• Make it easy to work here
FM Strategy (and objectives)
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• Know the company objective
• Understand your company structure and the functional objectives
• Understand its culture
• Understand the make up and character of the people in your buildings (average age is young in ITV)
• Understand your own people (their capabilities, wants and needs)
My (and your) most basic understanding…
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Our FM strategy – a three year plan
Year 1 - Fix the basicsYear 2 - Get out thereYear 3 - Global domination/One ITV
Year 4 - Measurement and ManagementYear 5 - Experience and Environmental
FM Strategy
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Four different FM groups using different systemsGenerally poor office accommodation 6 different company helpdesks - frustrationDifferent buses
Quick winsListen to the staff – roadshow feedbackOne ITV
Tip number 1 - set your aircon to 23 degrees…Tip number 2 - who is the cleaning lady?Tip number 3 - 54321
Year 1 – Fix the basics
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Fix the basics…
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No internal colleague brand – pictures of ‘talent’ (TV stars)No one listens to us…Little pride in the workplace
Getting our people out into the business to get knownFind out what colleagues really value? (Coffee!)New ways of working?
Tip number 4 be personally visual Tip number 5 the power of internal marketingTip number 6 people prefer American diners
Year 2 – Get out there
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Get out there…
Personally visual…
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Internal marketingPA forumBackstage tours
Get out there…
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Get out there…
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Separate News property structure (no one loves us)Disengaged with ITV Over 100 buildings
Programme of consolidation & refurbishmentITV internal brandInternational beckoning…
Tip number 7 show interest in what everyone doesTip number 8 opportunity knocks - get in there!
Year 3 - Global domination(well, UK first!)
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Global domination…
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We went back to basics in the way we measured the value we broughtWe reviewed the way we managed our service providers We don’t like SLA/KPI’s (work for commodities, not for people)
One team, involve everyone
Tip number 9 - Celebrate your successes (with everyone who will listen!)
Year 4 – Measurement and Management
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0
20
40
60
80
100
120
2011 2012 2013 2014
Number of properties
£0
£2,000,000
£4,000,000
£6,000,000
£8,000,000
£10,000,000
£12,000,000
£14,000,000
2011 2012 2013 2014
Cost of rent
4200
4300
4400
4500
4600
4700
4800
4900
2011 2012 2013 2014
Company headcount
Adding value…space reduction
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Adding value…business services
2011 2012 2013 2014
6758 1086 173 154
Purchase orders raised for Stationery, Newspapers, Couriers & Archiving
Stationery costs – saved £400kNewspapers – saved £250kArchiving – saved (so far) £500k
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Adding value…engagement
Contributing to an engagement score of 90%
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Adding value…internal ITV brand
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Adding value…Giving them a place they are proud to work in
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Workplace Services…
2011 2014Mechanical and electrical services Pantries consumables
Catering Studios cleaning
Hospitality Recycling
Cleaning 54321
Waste Helpdesk
Switchboard Office printers
Security Audience handling
Reception Handyman services
Building maintenance Stationery
Couriers Newspapers
Post Print room services
Goods in/out Script printing
Archiving Mobile phones
Utilities Technical stores
Space allocation Environmental services
Relocations Office refurbishment projects
Fire systems, training & evacuation Pictures & office brand
Action vehicles – sourcing and driver provision Engagement events and projects
Pool vehicles Company vehicle leasing
Vehicle and driver compliance Fuel cards
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Traditional FMServices
BusinessServices
ProductionServices
InternalITV Brand
Workplace Services
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• The job is what you make it – change your attitude (Fish)• When all’s said and done there’s a lot more said than done – so do!• JFDI (no-one will blame you if you get it wrong if the sentiment is good
and the intent is there)• Get out there, no really, get out there. • Love your procurement people • The power of the Unsolicited Note• A good team well led can work anywhere • Cant look back and have a brand new start but you can look forward and
have a brand new ending. • Newtons 3rd law – your job to consider this…• And lastly - Thinking time
My personal experience
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Refocusing on our environmental impact to reduce costs(sustainability and carbon reduction is important)
Give back control
Thinking about an old thing in a new wayExperience level agreements
Year 5 - Experience and Environmental…
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The SLA is dead…long live the Experience
Service or Experience – what would you choose?Replacing Service Levels with Experience LevelsSLA’s – Rigid, stifle creativity, tick box FM, bland, one dimensional, coldELA’s – Fluid, engaging, colourful, four dimensional, five senses, lasting
Four customer S’s that are part of the ExperienceSatisfaction – what the customer expectsSacrifice – what the customer doesn’t notice or mind not havingSurprise – what the customer remembersSuspense – what the customer anticipates
Each and every action should contribute to the total experience being staged
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• Understand the company strategy first • Understand the company culture• Know where you are starting in FM – be honest• Understand the direction you want to take • But don’t plan too far ahead (stay agile and above all keep it simple)• Know your business and get out there• Be bold, think of FM as an engagement tool not a commodity• Examine and then rewrite your SLA as ELA
In summary…
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Thank you