Say goodbye to your own desktop in the office. More companies want shared work spaces

Say goodbye to dedicated desks and hello to collaborative work spaces.

More companies are searching for individual desks and adopting shared spaces, as 62% of entrepreneurs are aimed at a proportion of 1.5 employees per table and the number of individual work spaces has already decreased from 51% by 2021 to 40% by 2024, according to data from the commercial real estate company.Cbre.

North -American companies are “far behind” from other world businessmen to use shared work spaces, said Kate Lister, director of the Global Workplace Analytics consulting firm. But, with the possibility of reducing shared spaces and costs and increasing collaboration, many entrepreneurs finally see “what is like for me,” Lister told Hr Brew.

If you add more shared or collaborative work spaces, it does not mean that companies have to completely eliminate dedicated desks, and experts shared with RRHH BREW as the help of employees.

Employees fly variety.After the employees learned to be productive remotely during the pandemic, their mindsets moved around what kind of work space they wanted in the office, said Lister, or what she calls, rethinking their “me” and “we space”.

Offices often have more areas for individual work, or space, less rooms for shared work, or with spaces, but as more employees have efficient spaces at home, they mainly want the space in the office for collaboration and connection with co -workers.

By 2020, about 60% of employees worked in individually assigned spacesinvestigateFrom the LEESMAN real estate analytics firm. By 2023, this figure dropped to 40%, as companies introduced unchanged workspaces, such as “Hot Desking”, where employees shared desks with co -workers.

Increasing the number of shared or unchanged workspaces can help the RRHH take employees to the office, Peggie Rothe, the leader in charge of Leesman’s information and research, told RRHH BREW, because employees want variety in their work spaces for different work tasks and their various “ mood ”.

“Imagine -you are an environment where there are different types of areas and spaces and configurations for different types of activities … Those really overcome the jobs with dedicated desks,” said Rothe. “If you have a good variety, with a good variety, with a good variety, employees have the best experience and simply based on … employees can customize their office.”

Lister said that the variety of workspace includes both individual and collaborative options, such as quiet houses for focused work, small private rooms for individualized conversations, conference rooms for larger groups and exterior areas to feed creativity and innovation. Variety also helps employees feel like they have control and option, he added, thatImproves commitmentProductivity and stress levels.

Where can RRHH start. Lister said that the success of incorporating shared workspaces is reduced to “an alliance” between human, computer and computer resources management teams, because they work together as a “three -legged stool”.

“If we do not have the technology to support the work we do, this will not work. If our conference rooms are not well prepared for hybrid meetings, it will not work,” he said. “If real estate sell real estate without talking to RRHH, and you believe -Me, pass, will not work either.”

Once the RRHH aligns with the management of property and the importance of the amount of space and the necessary technology, Lister advises the leaders of people who evaluate the importance of individual and collaborative work spaces for neurodivers, which includes limiting noise, softening lighting and decrease in distractions.

Jennifer Moss, author and strategist of the workplace, agrees with Lister that companies should prioritize neurodivers during planning for new and existing work spaces, and helps not to remove all options for individual work spaces, and then allow the departments and teams to decide what works best.

Moss told Hr Brew, like any other policy of the new company, should require RRHH professionals to collect employee comments. It is a seemingly simple action, “he said, but employees” will come on board faster and make those decisions faster (yes) feel that they have had an agency in the decision. “

Easier to say than to do.What people are often overlooked when introducing a new approach, Lister said, is the management of change, how to help employees understand why their work spaces change and training managers how to talk to employees about changes.

“ You have to make people understand, why we do it, (how) … “ We are removing their assigned seat because we have to build these other areas that are physically better for you, better for the environment, better for your concentration, better for productivity, ” said Lister.

Human resources themselves are often out of the decision -making process behind politics changes, said Moss and are forced to manage the consequences with employees. As a result, it encourages the direction to walk and go out with the employees, so they know that you are there and open to receiving comments.

“You may not be able to change politics, but how do you assure you that you have really good and easy reserve systems? How do you ensure that people have lockers and storage that may need for their belongings?” She said. “(Collect) Data about what people feel, what their pain points are right now … Now it is a really fantastic way right now, as a human resources leader, being like … you have the ability to improve situations for people on the field.”

This report was Originally posted by Human Resource Beer.

This story originally presented to Fortune.com

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