Do you cater for a possible peak in workplace utilization? Is your office occupancy below 70%? Then you are part of large group of companies that opts for a safe buffer. An expensive buffer that is most often based on staff annoyance and at best a one-off observation of a peak day. In our 18 months of customer experiences, we have not seen 100% occupancy. Changing course to a higher staff to desks ratio (agility) seems opportune. Exciting…. here we tell you how you can do that.
In all fairness, do you know how often you have a peak in office occupancy beyond 85%? That is, less than 30 desks available in a 200-workplace office? Are these recurring or do they come as a surprise? Given our customer conversations and figures, we suspect most organisations do not have that insight and retain a buffer that is not supported by evidence. There is an alternative. Effective and efficient. Take on the route towards increased agility by providing real-time and location independent workplace availability information. We think in a lot of workspaces an agility of close to 50% can be achieved.
That is worth the pursuit, but how do I mitigate risks?
Our first question would be; what risks do you see? You start with your current situation, then generate office occupancy insight, share it with your users and guide them to available desks, redirect utilisation to low occupancy valleys and finally adjust office volume. Your users, all along the way, have 24/7 real-time availability information on their smartphone, with the opportunity to find and book free seats and search for colleagues. They are empowered with information and can decide themselves when and where to go to work. No one commutes to find a full office and in a joint effort you optimise your organisation’s workspace. For sure, we paint a rosy picture and resistance will come your way, but the status quo is at best uninformed and at worst unnecessary costly.
Do you get our drift?
You are more than welcome to respond to our drift or contact us for further dialogue: email@example.com.