Demographic change in the office: 6 tips for more employer attractiveness


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Demographic change ensures that a large number of skilled workers will soon be missing. How can employers ensure that new talent is found and the well-being of existing employees is encouraged?

Four generations in the office - Photo Steelcase

Here writes for you:

 

Stephan Derr Stephan Derr - SteelcaseStephan Derr is the CEO of Steelcase and an expert on working environments.

  Profile

How to react to change?

To counter this change and the long-term performance of Company It is very important for them to secure and retain new talents.

However, it is at least as important to promote the physical, cognitive and emotional well-being of existing employees. This particularly includes the design of good and motivating working conditions, as studies show.

To win and hold talents

Every year, the Gallup Engagement Index shows that only about 15 percent of employees in Germany have a strong bond with their employer. The majority, on the other hand, have little or no emotional connection with the company. However, this can have a negative impact on the employer: The Gallup study shows that 42 percent of the emotionally-disconnected employees are looking for a new employer.

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In return, the researchers found that emotionally committed employees are also more loyal. A high level of employee loyalty therefore has a positive effect on the fluctuation in the company. The Wellbeing study shows how bonding can be improved: employee satisfaction and commitment are closely linked to workplace design. The workspace should therefore not be ignored in the battle for talent.

Designing motivating working conditions

Attractive working environments offer users not only what they want, but above all what they really need. In this way, environments must support the various working methods, as well as different body postures, forms of presence, and expressions of privacy.

The employees should, in turn, have the choice and control over where and how they work. If this is the case, an ecosystem of networked and interdependent spaces is created that promotes the commitment, the motivation and the well-being of the employees.

Technology that binds us to the desk

The study of commitment and satisfaction that Steelcase carried out in collaboration with Ipsos reveals how static workspaces are still today: in Germany, 80 percent of employees work on desktop PCs and 94 percent with fixed-line telephones. Only 33 percent of employees have laptops and mobile phones provided by the employer, only 9 percent work with tablets.

So it is hardly surprising that the freedom to work in different places in the office, depending on the current task, is the least widespread in Germany. Globally, only half of the workforce can freely decide where and how they work, the majority never leaves the office to work. Employees are thus obsessed with outdated technologies literally at their desk.

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Mobility and flexibility promote commitment

The study shows, however, that the availability of mobile technologies is likely to increase the commitment and satisfaction of employees: the most committed employees are using laptops, mobile phones and tablets as fixed-line connections or desktops. The more flexible the work can be, the higher the commitment. A limited mobility, on the other hand, affects employees' ability to look for a work environment, which in turn increases commitment.

Of course, doing certain jobs or activities involves spending most of your time at the desk - in this case, fixed equipment is a viable solution. However, for other employees who work more as a team, interacting more frequently and exchanging ideas, mobile solutions are much better suited.

6 tips for more employer appeal

Wellbeing in turn has a direct impact on employee productivity. Steelcase has identified six key room design dimensions that contribute to well-being at work:

  1. Optimism - inspiring creativity and innovation
  2. Mindfulness - be right in the thing
  3. Authenticity - being yourself
  4. Affiliation - associated with others
  5. Meaningfulness - meaningful doing
  6. Vitality - Stimulate movement and interaction

When work environments are designed to meet the needs of their employees, their well-being can be greatly enhanced. Combined with the ecosystem of interdependent areas, these criteria lay the foundations for a work environment that promotes the mental, physical and cognitive wellbeing of employees, and in which age- and age-appropriate work can be realized.

Conclusion: Soft factors are crucial

In order to counteract the demographic change, companies must not only respond to the shortage of skilled workers, but in particular also strive for the well-being of their employees.

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Because this soft factor is crucial for the satisfaction and loyalty of employees to the company.


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