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Environmental
How the assessment works:
The assessment consists of 16 Questions:
  • 6 Questions that explore the workplace environment
  • 5 Questions that explore the Functional environment
  • 5 Questions that analyse the policies, procedures and practices that make up the psychological or cultural environment
Each question is scored on a scale of 1 through 7, where 1 means "Strongly Disagree", 4 means "Neutral" and 7 means "Strongly Agree".
  • Click and drag the red dot on the range slider to provide your rating
  • The "next" button will appear after selecting your score on the range slider
  • Please ensure the "rating" field indicates a number between 1 and 7 before proceeding to the next question
Are you ready to find out how your workplace scores?
Yes, Let's go!
Environmental
*Required
What is your full name?
*Enter your name then proceed to the next question
Environmental
*Required
What is your best Email address?
*Enter your email then proceed to the next question
Environmental
*Required
Would you to receive your result report per email?
*Make selection then proceed to the next question
Environmental
Environmental
01 / Ventilation
There is sufficient ventilation in all locations in the office setting to ensure that you remain alert throughout the day
Click and drag the red dot below - Make sure your rating indicated below is between 1 and 7 before proceeding to the next question.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Environmental
Environmental
02 / Lighting
You have sufficient access to good quality daylight in the place that you normally work
Click and drag the red dot below - Make sure your rating indicated below is between 1 and 7 before proceeding to the next question.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Environmental
Environmental
03 / Lighting
The provision of task lighting where you normally work is adequate for your needs
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Environmental
Environmental
04 / Noise
Internal noise levels are sufficiently low or controlled to allow me to work productively
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Environmental
Environmental
05 / Biophillia
There adequate indoor plants or nature inspired  design indoors.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Environmental
Environmental
06 / Temperature
The ambient temperature in the workplace is comfortable all year round
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Functional
Functional
01 / Eco-System
Your organization offers employees multiple workspace options (e.g., open spaces, conference rooms, quiet areas, collaboration spaces, cafe style environments, etc.)
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Functional
Functional
02 / Eco-System
The provision of meeting rooms is adequate and they are generally available when needed
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Functional
Functional
03 / IT Infrastructure
The IT equipment and infrastructure is reliable and appropriate for your work needs.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Functional
Functional
04 / Ergonomics
Your chair, desk, workspace and equipment are ergonomically comfortable and you can work all day without feeling physical strain
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Functional
Functional
05 / Privacy
You have somewhere you can work that is quiet and free of distractions when you need it.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Cultural
Cultural
01 / Choice
You have unrestricted choice as to the workspace options available for you to use in the workplace
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Cultural
Cultural
02 / Control
You can control your environment, particularly temperature, in the localised area in which you normally work
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Cultural
Cultural
03 / Pride
You feel proud to bring a friend/visitor to your office.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Cultural
Cultural
04 / Health & Wellbeing
Your organisation make you feel as though your health and well being are acknowledged and looked after whilst you are at work.
Rating (Nothing Selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Cultural
Cultural
05 / Values
The physical space accurately reflects the culture and values of your organisation to the outside world
Rating (Nothing selected)
Nothing
Selected
(1)
Strongly
Disagree
(2)
Somewhat
Disagree
(3)
Slightly
Disagree
(4)
Neutral
(5)
Slightly
Agree
(6)
Agree
(7)
Strongly
Agree
Cultural
Here's how you've scored:
Employee Experience score:
0
%
Select the range in which you've scored from the options below to to start generating your feedback report:
Cultural
1 more step to go!
0
%
Environmental score
0
%
Functional score
0
%
Cultural score
Select the sub category in which you scored the highest from the scores above then select "generate report" to get a detailed breakdown of what your scores mean as well as possible suggestions on how to improve.

Select only 1 if you have achieved the same score on more than one category.
*Go back and select your total score (slide 19) in order to complete this last step

Workplace Self-Assessment-Report

Download Results report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have an In-Experienced Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does an In-Experienced Workplace mean?

Sadly, this is probably an organisation that is struggling to survive. Cutting cost is the highest item on the boards agenda and it isn’t actively investing in any of the three employee experience environments and probably operates the same way today as it did in the 1990s or 1980s. Efficiency is rare, and the technology is outdated. Productivity is abysmal and the workplace is little better than a Dickensian workhouse.

The office is likely a massive cubicle farm that doubles up as a detention centre with management as the Warders. It is highly unlikely that the organisation stands for any real purpose bigger than itself and is driven by the need to make money, which it doesn’t re-invest in its people or it’s workplace.

One of the greatest challenges is attracting and retaining any talent was having, there is talk about innovation communication and collaboration but very little action on the ground. The organisational design is probably very top-heavy and hierarchy or with a prevalence for command-and-control type management that whilst there may be pockets of operational excellence the overall management style is out of sight out of mind and if you are not at your desk you’re not working. Consequently, any type of remote working is almost out of the question. Management require you to effectively clock in and clock out and achieve a minimum of 40 hours at your desk.

This is not a desirable place to work and does not understand that they have the furthest to travel in order to achieve a suitable place to work. Whilst they are a long way off from achieving a winning workplace experience they are the ones that can read the greatest reward from this journey providing they can put behind them the fixation with minimizing cost.

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards  
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have an Environmentally Emerging Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does an Environmentally Emerging Workplace mean?

An ‘Emerging’ organisation means that your organisation may be struggling but there is a will to change things up, there is a recognition of being suboptimal, but management are striving to be better.

There are a few things that are okay, as but there is significant room for improvement. It is not a bad place to work but staff churn is high, and it is difficult to attract the right talent.

The predominant focus however is on cost containment with a possible and a lack of investment in capital renewal the cost base has been stabilised and the containment strategy is beginning to work allowing some thoughts of improving the workplace.

You will need to start with an assessment of where you are and a plan and road map of where you need to go.

Environmentally Emerging (Highest Score in Environment)

When we refer to environment here we are referring to the need for an environment that is healthy for humans to work and thrive in, rather than being environmentally friendly, although these often go hand in hand.

Sustainability issues are taken into consideration in our deep dive assessments.In the assessment we asked you questions on elements such as lighting, air quality, temperature and noise and whilst as an ‘Environmentally Emerging’ organisation you scored better in this areas than the other two there is a way to go yet. 

If Covid has taught us one thing it is that indoor environments can be incredibly unhealthy. Having a healthy environment to work in is essential. We spend a great deal of our time worrying about outdoor pollution, yet it’s the indoor environment that has the greatest impact on our health. 

We have good news to share, there are easy ways to make a building healthier and healthy building strategies are good business strategies. Because it turns out that the true cost of operating our buildings is not energy, waste, and water (the drivers of the “green” building movement); it’s the people inside.

So when we make our buildings healthy, we make the people in those buildings healthier and more productive, and that translates into a healthier bottom line.

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have a Functionally Emerging Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does a Functionally Emerging Workplace mean?

An ‘Emerging’ organisation means that your organisation may be struggling but there is a will to change things up, there is a recognition of being suboptimal, but management are striving to be better.

There are a few things that are okay, as but there is significant room for improvement. It is not a bad place to work but staff churn is high, and it is difficult to attract the right talent.

The predominant focus however is on cost containment with a possible and a lack of investment in capital renewal the cost base has been stabilised and the containment strategy is beginning to work allowing some thoughts of improving the workplace.

You will need to start with an assessment of where you are and a plan and road map of where you need to go.

Functionally Emerging (Highest Score in Functional)

Organisations that we designate as ‘Functionally Emerging’ pride themselves on how tech savvy they are. They have a penchant for the latest tech gadgets and tools without really understanding what they offer the employee in terms of how they do their work. The tech is maybe a couple of years out of date and functionally works well for the organisation but not necessarily for the employee. This can extend to both hardware and software.

Functionally Emerging organisations typically spend all of their time and resources on designing aesthetically pleasing places to work, sometimes to the point of indulgence, but this doesn't always have to be the case. You might designer office furniture, funky meeting rooms and layouts that would make Google blush, tons of amazing free food, expensive lighting fixtures, and pretty much anything else that makes the office space look like it's too nice to sit in.

I want to stress that this isn't a bad thing if the organisation also takes into account and invests in the other two workplace experience environments. Organisations that purely focus on aesthetics will eventually find that the beauty of the physical space starts to fade as employees are faced with the reality of actually working there, where employees are confined to the cubicle farms while secretly hoping that they can get to work from home or be conscripted so that they can skip the workplace altogether, So, sadly all the whizz tech and designer furniture make this more of a shop window than a ‘machine for working’.  

Employees here have very little emotional connection to the people or the organisation they work with, and they are very much uninspired by their physical surroundings. Tools can take an employee experience only so far! A great workplace alone will not save a rotten culture or reputation.

If your organisation does have a beautiful physical and functional space but with an unpleasant culture and one that assaults your body with poor environmental conditions, then you are working in a Functionally Emerging workplace. 

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have a Culturally Emerging Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does a Culturally Emerging Workplace mean?

An ‘Emerging’ organisation means that your organisation may be struggling but there is a will to change things up, there is a recognition of being suboptimal, but management are striving to be better.

There are a few things that are okay, as but there is significant room for improvement. It is not a bad place to work but staff churn is high, and it is difficult to attract the right talent.

The predominant focus however is on cost containment with a possible and a lack of investment in capital renewal the cost base has been stabilised and the containment strategy is beginning to work allowing some thoughts of improving the workplace.

You will need to start with an assessment of where you are and a plan and road map of where you need to go.

Culturally Emerging (Highest Score in Cultural)

These workplaces organisations tend to have a great vibe. Employees really like the people they work with and the policies, procedures and practices in how the workplace can be used and, they feel supported, they have a sense of purpose, and managers are genuinely interested in helping them succeed. This is all tough stuff to accomplish. 

Treating the organisation like a giant piece of engineering that only needs its bolts tightening with a productivity push no longer works. Any recent knowledge of the workplace tells us that culture, experience and wellbeing must come before any efficiency drive.

Culturally emerging organisations are the equivalent of being in a relationship with someone whom you really like and perhaps even love but are not willing to marry. Employees at culturally emerging organisations tend to stay longer than employees at technologically or physically emerging organisations. But still, eventually employees become quite frustrated with actually doing their jobs, and the physical space makes them feel uninspired.

The great news for culturally emerging organisations is that if they have indeed figured out the most difficult piece of the puzzle, investing in the physical and the technological environments will seem like a cakewalk in comparison! 

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have an Engaged Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does an Engaged Workplace mean?

Congratulations you are on level three of the path to an Experiential Workplace. At Level 3 your workplace is focused on two out of the three environments, which, depending on those combinations, are classified as Engaged, Empowered, or Enabled workplaces. 

This should be seen as an accomplishment and a long way away from being either In-Experienced or Emerging. You may notice that the words used to describe these workplaces are all positive because even though many workplaces aren't perfect and are indeed lacking in various areas, they are striving and moving in the right direction. 

Let's look at what it means to be in an Engaged workplace in more detail.

Engaged (Highest Score in Cultural + Environmental)

An Engaged workplace means you have scored above average in the Cultural and Environmental sectors but not so well in the Functional area. Accordingly, these workplaces tend to have a great vibe and are comfortable to work in but are not necessarily fit for purpose or equipped when it comes to working productively. Employees really like the people they work with and the policies, procedures, and practices in how the workplace can be used and, they feel supported, they have a sense of purpose, and managers are genuinely interested in helping them succeed. This is all tough stuff to accomplish.

In Engaged workplaces you will find employees who have a sense of purpose, managers who act as coaches and mentors, a flatter organizational structure. The big challenge for engaged workplaces is providing employees access to the right tools to do their jobs effectively. A good environment and culture but poor functionality leaves employees uninspired, unengaged and unmotivated. 

Although engaged workplaces have gone quite far with how well they are able to execute on the cultural and the environment, not having a great technological environment holds both of these other two environments back. If you look at the physical environment, you can't enable flexible work, Activity Based Working, or any type of effective employee mobility without having the right technologies in place. 

Treating the organisation like a giant piece of engineering that only needs its bolts tightening with a productivity push no longer works. Any recent knowledge of the workplace tells us that culture, and wellbeing that the indoor environment supports must come before any efficiency drive. The workplace lacks the physical infrastructure and does not gel with the values and vibe of the organisation. For example, organizations that try to abolish annual reviews, offer amazing management training solutions, or enable real‐time communication and collaboration will find that these are not possible and are not as effective without being supported by great technologies. 

Based on this it's not hard to see how poor technology and functionality can negatively affect both the cultural and the physical environments. Remember, technology is the glue that holds the organization together, and it's what allows many of the themes to actually manifest. Engaged workplaces struggle with trying to execute on employee experience simply because they don't have all the tools to do so. 

When we refer to environment here we are referring to the need for an environment that is healthy for humans to work and thrive in, rather than being environmentally friendly, although these often go hand in hand. Sustainability issues are taken into consideration in our deep dive assessments.In the assessment we asked you questions on elements such as lighting, air quality, temperature, and noise and whilst you work in a place that’s scored better in this areas there is a way to go yet. If Covid has taught us one thing it is that indoor environments can be incredibly unhealthy. Having a healthy environment to work in is essential. We spend a great deal of our time worrying about outdoor pollution, yet it’s the indoor environment that has the greatest impact on our health. 

We have good news to share, there are easy ways to make a building healthier and healthy building strategies are good business strategies. Because it turns out that the true cost of operating our buildings is not energy, waste, and water (the drivers of the “green” building movement); it’s the people inside. So when we make our buildings healthy, we make the people in those buildings healthier and more productive, and that translates into a healthier bottom line.

Culturally workplaces are the equivalent of being in a relationship with someone whom you really like and perhaps even love but are not willing to marry. Employees at culturally emerging organisations tend to stay longer than employees at technologically or physically emerging organisations. But still, eventually employees become quite frustrated with actually doing their jobs, and the physical space makes them feel uninspired. The great news for culturally emerging organisations is that if they have indeed figured out the most difficult piece of the puzzle, investing in the physical and the technological environments will seem like a cakewalk in comparison!

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have an Enabled Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does an Enabled Workplace mean?

Congratulations you are on level three of the path to an Experiential Workplace. At Level 3 your workplace is focused on two out of the three environments, which, depending on those combinations, are classified as Engaged, Empowered, or Enabled workplaces. 

This should be seen as an accomplishment and a long way away from being either In-Experienced or Emerging. You may notice that the words used to describe these workplaces are all positive because even though many workplaces aren't perfect and are indeed lacking in various areas, they are striving and moving in the right direction. 

Let's look at what it means to be in an Enabled workplace in more detail.

Enabled (Highest Score in Environmental + Functional)

An Enabled workplace means you have scored above average in the Environmental and Functionality sectors but not so well in the Cultural area. Accordingly, these workplaces tend to be fit for purpose and well equipped when it comes to working productively. Enabled workplaces are very productive and efficient, almost like a modern‐day assembly line. In these types of workplaces employees come to view their jobs as simply a pay check, one they're happy to receive and work for, but still just a pay check. 

Productivity can be high, and things just get done but at the cost of the overall culture. Supplemental individual contribution to the business is limited and unsustainable in the longer term.As a result, burnout happens more frequently, and issues begin to arise with attracting and retaining top talent. 

There is probably not a great vibe in the place and the policies, procedures and practices that are adopted make the working experience suboptimal. It is for this reason that people may remain distant and do not engage with each other or their team that can potentially lead to a lack of collaboration and innovation.

In Enabled workplaces you will find employees have access to the right tools to do their jobs effectively together with a healthy environment in which to operate but a lack of connection with employees and culture exacerbated by a poor set of house rules or practices that leave employees uninspired, unengaged and unmotivated. The cultural environment is the one that employees care about most, so when it's not being invested in properly, it can really have a negative impact on the employee experience. 

When we refer to environment here we are referring to the need for an environment that is healthy for humans to work and thrive in, rather than being environmentally friendly, although these often go hand in hand. Sustainability issues are taken into consideration in our deep dive assessments.In the assessment we asked you questions on elements such as lighting, air quality, temperature, and noise and whilst you have an Enabled workplace means that you scored better in this area there is a way to go yet. If Covid has taught us one thing it is that indoor environments can be incredibly unhealthy. We spend a great deal of our time worrying about outdoor pollution, yet it’s the indoor environment that has the greatest impact on our health. Having a healthy environment to work in is essential.

We have good news to share, there are easy ways to make a building healthier and healthy building strategies are good business strategies. Because it turns out that the true cost of operating our buildings is not energy, waste, and water (the drivers of the “green” building movement); it’s the people inside. So when we make our buildings healthy, we make the people in those buildings healthier and more productive, and that translates into a healthier bottom line.

The big challenge for Enabled workplaces is allowing employees choice, influence and control over their surroundings This can be difficult for some management teams to not only accept but implement. Whilst employees have access to the best technologies and work in a beautiful office environment, it all feels a little hollow because many of the human and psychological needs of employees are simply not met. 

Workplaces that we designate as Enabled pride themselves on how tech savvy they are. The tech functionally works well for the organisation and for the employee. Enabled workplaces typically spend all of their time and resources on designing aesthetically pleasing places to work, sometimes to the point of indulgence, but this doesn't always have to be the case. You might have designer office furniture, funky meeting rooms and layouts that would make Google blush, tons of amazing free food, expensive lighting fixtures, and pretty much anything else that makes the office space look like it's too nice to sit in but if the culture isn’t there to fully engage with the employees then these just become distractions.

Organisations that purely focus on aesthetics will eventually find that the beauty of the physical space starts to fade as employees are faced with the reality of actually working there, So, sadly all the whizz tech and designer furniture make this more of a shop window than a ‘machine for working’.  

Employees here have very little emotional connection to the people or the organisation they work with, and they are very much uninspired by their physical surroundings. Tools can take an employee experience only so far! 

A great workplace alone will not save a rotten culture or reputation. If your organisation does have a beautiful physical and functional space but with an unpleasant culture and one that assaults your body with poor environmental.

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have an Empowered Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does an Empowered Workplace mean?

Congratulations you are on level three of the path to an Experiential Workplace. At Level 3 your workplace is focused on two out of the three environments, which, depending on those combinations, are classified as Engaged, Empowered, or Enabled workplaces. 

This should be seen as an accomplishment and a long way away from being either In-Experienced or Emerging. You may notice that the words used to describe these workplaces are all positive because even though many workplaces aren't perfect and are indeed lacking in various areas, they are striving and moving in the right direction. 

Let's look at what it means to be in an Empowered workplace in more detail.

Empowered (Highest Score in Cultural + Functional)

An Empowered workplace means you have scored above average in the Cultural and Functional sectors but not so well in the Environmental area. 

These workplaces organisations tend to have a great vibe and pride themselves on how tech savvy they are. They have a penchant for the latest tech gadgets and tools that offer the employee the best in terms of how they do their work. Employees really like the people they work with and the policies, procedures and practices in how the workplace can be used and, they feel supported, they have a sense of purpose, and managers are genuinely interested in helping them succeed. This is all tough stuff to accomplish. 

In the assessment we asked you questions on elements such as lighting, air quality, temperature, and noise and this is what is lacking in an Empowered workplace. There is work to be done because if Covid has taught us one thing it is that indoor environments can be incredibly unhealthy. Having a healthy environment to work in is essential. We spend a great deal of our time worrying about outdoor pollution, yet it’s the indoor environment that has the greatest impact on our health. Treating the organisation like a giant piece of engineering that only needs its bolts tightening with a productivity push no longer works. Any recent knowledge of the workplace tells us that culture, experience and wellbeing must come before any efficiency drive.

Empowered workplaces are the equivalent of being in a relationship with someone whom you really like and perhaps even love but are not willing to marry. Eventually employees become tired, and the physical space makes them feel uninspired and lacking in energy. In extreme cases ‘Sick Building Syndrome can cause long term health complications for all inhabitants.

Empowered organisations can spend a lot of time and resources on designing aesthetically pleasing places to work, sometimes to the point of indulgence, but this doesn't always have to be the case. You might designer office furniture, funky meeting rooms and layouts that would make Google blush, tons of amazing free food,, and pretty much anything else that makes the office space look like it's too nice to sit in. But for some reason the environment saps energy from even the most dynamic teams. And organisations that purely focus on aesthetics without ensuring that the environment is healthy will eventually find that the beauty of the physical space starts to fade as employees are faced with low levels of energy and high levels of absenteeism So, sadly all the whizz tech and designer furniture make this more of a shop window than a ‘machine for working’.

Empowered organizations can actually be extremely effective because employees love the people they work with and the company they work for, and they have access to technology that enables them to do their best work. But without looking after the employees’ health and energy levels this will be short lived.! 

A great culture and functional tools can take an employee experience only so far. If your organisation does have a beautiful physical and functional space but with an environment that silently assaults your body with poor air quality, inadequate lighting and high levels of intrusive noise then this will affect productivity and your employees will feel as though they have probably built a better space at home. 

The employee experience could be improved by investing in the physical environment that employees actually work in. The physical space is a crucial environment to invest in. Remember that the physical environment is the easiest way for us to determine the values and vibe of an organization. The good news is that making changes to the physical workspace is probably the easiest thing (out of the three) to do. 

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have a Pre-Experiential Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does a Pre-Experiential Workplace mean?

Congratulations you are on level four of the path to an Experiential Workplace. At level four your workplace scores over 80% in all three environments. These are workplaces that do quite well on all the employee experience environments but they aren't amazing at them. You can expect to see many of the attributes of Great environment, effective functional tools and a great vibe in the workplace, which is fantastic. 

This should be seen as a great accomplishment and in many ways you have nearly arrived at the level of an Experiential Workplace but, you may just need a nudge in the right direction. But be careful that you do not get complacent, the secret to success at this stage is to take the pulse of the organisation regularly and try to preempt any change in attitude or experience. 

The workplace exists within the organisation and as a reflection of it. As the organisation changes so should the workplace which then exists in a state of permanent ‘beta trial’ An Experiential Workspace is a journey, not a product. As Robert Propst said in his work The Office: A Facility Based on Change: “We must be allowed to change our minds. We must be allowed to respond to changes as they emerge.” We are not attempting to create a perfection that we can stand back and admire. 

Employees at pre-Experiential organizations also tend to be quite happy, but when an opportunity comes along to join an Experiential Organization, they will likely make the leap! 

Pre-Experiential organizations also start to see a fair amount of the business value associated with investing in employee experience, but as we will see later on, it pales in comparison with what the leading organizations are seeing. If you feel like your organization is doing a good, but not great, job in all three employee experience environments, then you're working in a pre-Experiential workplace.

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation

Workplace Self-Assessment-Report

Download Results Report
Thanks for taking the time to complete the WorkplaceFundi self-assessment tool to evaluate your workplace. We hope that this will help you in assessing the workplace from your perspective and aid you in conversations with those responsible for your experience of your Workplace.

We have sought to characterise your result with the typical symptoms associated with the assessment of your workplace along with some recommendations and what it will take to move towards and Experiential Workplace. 

This assessment measures how well your organisation invests in the workplace experiences of their people measure over 3 scientifically proven areas:
  • Environmental – Healthy buildings mean healthy people
  • Functional – How well does the workplace support the employees in their daily activities and tasks
  • Cultural/Psychological – How do the policies procedures and practices in the workplace support or detract from the Workplace experience
If you want to know more and how we can help you improve your score email me at Andrew@workplacefundi.com or click below to schedule a free consultation:
Schedule COnsultation

Your Workplace Experience Index (WXi) is broken down as follows:

Employee Experience score:
0
%
This is the overall score for your workplace as a summation of the individual Environmental, Functional and Psychological factors this means that ….
You have an Experiential Workplace
1.
2.
3.
4.
5.
1. In-Experienced
2. Emergent Organization
3. Engaged, Empowered or Enabled
4. Pre-Experiential Organization
5. Experiential Organization
  • 1. In-Experienced
  • 2. Emergent Organization
  • 3. Engaged, Empowered or Enabled
  • 4. Pre-Experiential Organization
  • 5. Experiential Organization

The individual areas scored as follows:

Environmental score:
0
%
Functional score:
0
%
Cultural score:
0
%
Clearly as this is a self-assessment and as such is your perception of your workplace.

There could be any number of reasons why you have marked a particular element in the way that you have and so this is not meant as a definitive guide, but it is a good start. There are there are other elements vying for inclusion, and these need to be taken into consideration in a deep dive review along with how the workplace supports individual work activities and demography’s. It would be critical to include these in any business case for a change.

Where you have marked your workplace down we would encourage you to ask questions based on the building blocks for that particular element.

In today's tech heavy world, the physical workspace is merging with the digital and this has implications for our thinking about physical space and change. We need to review a simple mindset of design principles around a practical outlook that makes up an excellent workspace.

Whilst each element is included as a standalone and is transferable and there are relationships between them. Mostly these relationships are positive and self-reinforcing but occasionally these may need caution. 

The 3 elements are treated as a holistic construct, and it is recommended that none of the elements be cherry picked or treated in isolation. 

That said we have included individual scores to highlight focus areas for action.

So, what does an Experiential Workplace mean?

The workplace is amazing, whilst it is truly a ‘machine for working’ it is also much more. Your organisation has mastered the art and science of creating a great workplace experience. People truly want, not need, to show up to work. This is the cream of the crop. Your workplace is in the top 5%. 

This is the ideal scenario for most organisations and the employees who work there, which means the organisation likely has nailed its purpose and reason fro being. It has certainly mastered the three workplace experience domains. Experiential organizations are the ones that have mastered the art and science of creating employee experiences. 

But don’t be complacent, as changes in technology, design trends, and workplace values and attitudes continue to change, the experiential workplace will undoubtedly have to adapt. And you will need to maintain the high-level of service and attention to detail.

Tell your friends, tell your mum, tell everyone, and enjoy it, your organisation values you.

EWM-360 - the Blueprint for an Experiential Workplace

EWM-360 Blueprint

1. Experience

  • Engage with the people around their experience of the workplace, their contribution and purpose.
  • Do a deep dive assessment of on the employees experience both working from home and the workplace. 
  • This data and insight forms the fundamental base from which the workplace strategy can be formed.

2. Evaluate

Assess the data and insight from the Workplace experience assessment and marry them with the work organisation strategies of the organisation, in respect of:
  • Work - The overarching business strategy that gives context to all workplace related activities
  • Workforce - The HR strategy as to how they support the business strategy
  • Workspace - The Corporate Real Estate portfolio strategy
  • Workplace - Define a workplace strategy that focusses on employees as customer of the workplace and how the workplace contributes to the overall business

3. Engage

This is where you need to engage with all of the workplace disciplines to understand roles and responsibilities for the different aspects of the workplace:
  • Stakeholders – Assemble an integrated Workplace team comprising of HR, IT, FM, CRE, Supply Chain and Finance and Operations 
  • Integration – Form a unified and integrated Workplace team. The workplace is a ‘machine for working’ comprising many disciplines and locations so it needs a single person responsible for the entire workplace function 
  • Performance – What does work, workforce, workspace and workplace performance mean to the organisation   

4. Execute

Bring all of the pillars of operation excellence into play and put them into action along with the required resources and processes to measure the operational effectiveness of the workplace:
  • Compliance – Look to international standards
  • Resources – What resources are required and how will these be procured
  • Operations – implement International Building Operation Standards (IBOS)

5. Excel

Set the workplace up for success in how it is managed to ensure the right behaviour:
  • Metrics – Build a workplace analytics function around outcome based metrics that measure the value add to the business not just the cost
  • Measure - how and when to measure the metrics that matter most
  • Evolve - how the workplace will need to change as the business does and how it evolves into the future

Recommended Action:

The WorkplaceFundi Experiential Workplace Management 360 (EWM-360) is the complete holistic solution to creating and managing the desired Workplace Experience.EWM-360 is an all-encompassing eco system that targets and integrates the right strategies, stakeholders, and resources. EWM-360 includes for the first time a return-on-investment tool for your workplace that will ensure that you spend money in the right areas and reap the rewards in workplace performance: 
  • Saving on real-estate costs
  • Greater productivity
  • More engagement
  • Increased connection to company’s culture
  • Less absenteeism
  • Greater talent attraction and retention
  • That will all lead to increased competitive advantage
Click below to schedule a free consultation:
Schedule COnsultation
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