• / Acknowledge

    Acknowledging global change within the workplace and the need to make that change.

  • / Validate

    Organisation sees the possibilities and threats and finds support to continue the journey of workplace improvement.

  • / Manage

    Workplace is being changed based on organisation and employee needs.

  • / Optimise

    Permanent improvement loops secure a future-proof organisation.

  • / Justification

    Create insights in needs and benefits.

  • / Engagement

    Motivate all stakeholders and share successes.

  • / Adaptation

    Integrate professional tooling for permanent use and monitoring.

The Workplace Maturity Model© contains three dimensions: levels, steps, and areas. The areas can be found throughout the model at all times. They represent the areas where the data is collected and where the workplace strategy can be adjusted. The Maturity Model© can be applied in three different areas, namely means, activities, and people. Each area has a different focus point going from ‘non-threatening optimisation’ to ‘the-things-we-do’ to ‘personal development’, which are split into different levels. The transition between these levels is done by taking the necessary steps. A new workplace concept can bring more freedom, motivation, and efficiency for employees and thus have a positive impact on the bottom line.

Area 1 – Means

This area contains all workplace assets such as square feet of office space, meeting rooms, and furniture. In this level, we can facilitate change in a non-threatening way, create insight into possible cost reductions and gain momentum to proceed to the next area.

Area 2 – Activities 

This area focuses on the activities and tasks employees perform around the workplace. Data must be gathered on the actual occupancy and use of the workplace, creating activity analyses that break down to departments or team levels.

Area 3 – People 

This is where we get personal and use data for individual coaching and professional development. Workplaces can be designed around individual preferences and based on the tasks an employee performs whilst providing personal feedback to each employee.

The Workplace Maturity Model© has four different levels: Acknowledge, Validate, Manage and Optimise. 

Workplace Maturity Model - Acknowledge
Level 1 –  Acknowledge
The organisation is aware of a change in the work environment. A new workplace concept can bring more freedom, motivation, and efficiency for employees and thus have a positive impact on the bottom line. In order to make this strategic change work, support needs to be created within the (higher) management of the organisation. By starting some small or low impact measurements, momentum can be created. This will help provide tools for the manager to bring insights to the (higher) management, gain trust and ultimately, to drive the change.

 

Workplace Maturity Model - Validate
Level 2 – Validate
In this level the organisation has a widespread knowledge of workplace concepts and what concepts can elevate their own business.  A solid business case is discussed in multiple meetings on different levels within the organisation. Possibilities and threats are heavily debated and pros and cons weighed. The discussion changes from cost reduction to organisational improvements. The business case is being extended towards profit gain, working up to employee satisfaction and perceived productivity.
Workplace Maturity Model - Manage
Level 3 – Manage
This level indicates that an organisation has started implementing a new way of working. Initial investments have been made and the organisation (openly) asks herself ‘is the new way to work successful?’ There could be different forms of implementation, for example, Working Digital, Working From Home, Flex Working or Activity Based Working. Each organisation has to decide on a preferred way of working and data collected by Measuremen services can help decide what the best strategy will be.

 

Workplace Maturity Model - Optimise
Level 4 – Optimise
These organisations have the need for permanent insight into the actual performance of their workplace. They fine-tune the workplace and their workplace strategy based on metrics and actual needs of their employees. A perfect balance between employee preferences and (global) management has been found to keep costs to a minimum while investing in increasing employee satisfaction and productivity. This enables them to anticipate changes on a global scale but also on local changes in the workforce or workforce retention.

Step 1 – Business Case – Occupancy & Utilization 

  • Client acknowledges level 1 maturity and asks Measuremen for help in order to reach the next level;
  • In co-operation with client, Measuremen develops a plan to overcome the threats with facts and figures;
  • Business cases and occupancy & utilization reports combined provide a validation to continue in order to reach the next level in workplace maturity.

Step 2 – Activity Analysis

  • The pilot and business case have been approved and preparations for the Workplace Occupancy & Activity Analysis can be made;
  • The pilot and business case have been approved and sessions for preparation, guidance, and feedback have been planned;
  • Results are presented and shared among the departments.

Step 3 – Organisational fit

  

  • GAP analysis based on workspace preference, functional needs, personal characteristics and actual use;
  • Preparations are made to go into detail on personal benefits for individual users;
  • Individual tuning of activity and workspace choice reports (through MP2W).