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With Winter fast approaching, it's easier than ever to stay at your desk on your lunch break and to get cosy on the sofa in the evening. But do you know how bad this sedentary behavior is for your health?

  Take a moment to think about exactly how much time you spend sitting in an average day. How long is your commute to and from work and are you seated for the journey? Do you work at a desk or sit in meetings for the majority of the day? Do you eat your meals whilst seated? Do your evening activities involve sitting down?

Research suggests that on average, we only spend three hours out of twenty-four standing up or walking.

You may think that this isn't a problem if you are within your healthy BMI and take measures to exercise regularly, but did you know that even if you visited the gym every day, the negative effects of a sedentary lifestyle will not be offset?

So what are the effects of sedentary behavior?

The NHS website lists a number of issues such as:

• Obesity
• Type 2 Diabetes
• Certain Types of Cancer
• Slow Metabolism
• Issues with blood pressure
• Cardiovascular Disease

 

How can we change this?

You can take certain measures in order to tackle these effects, however, much like dieting, they depend upon self discipline and thus tend to fluctuate in success. Knowing this and taking note of the alarming health risks facing a large proportion of workers, the brains at Scandinavian Business Seating looked into creating a way to tackle sedentary behavior for workers without them even having to think about it. The HÅG InBalance™ Mechanism is the end result of their design. The mechanism perfectly complements a range of their ergonomically sound chairs, with the newest addition to their range - Sofi Mesh - also boasting the mechanism. InBalance™ allows the chair to act as a platform, enabling the user's body to move naturally and, as the name suggests, keeps them perfectly balanced whilst performing their day to day tasks.  

InBalance allows the range of chairs it is applied to, to be identified as "dynamic chairs", of which there are already many on the market. So, what sets InBalance™ apart from the rest?

HÅG handed the Sofi Mesh, fitted with the mechanism, over to the Karolinska Institutet (who award the Nobel Prize for physiology and medicine) to study how beneficial the mechanism is to the user and to compare these results to other dynamic chairs on the market.     Using a range of high-tech tools, the institute measured the movements of a group of test subjects who were asked to perform a variety of tasks that were akin to general office work. They then asked the test subjects to carry out the same tasks when sitting in other conventional dynamic chairs and whilst standing. Results were compared thereafter. As many as 73% of the subjects reached levels of movement similar to taking a slow walk, classified as "light human activity", when carrying out their tasks in the HÅG SoFi Mesh chair. These results far surpassed those of the test subject's recorded movements when sat in a conventional dynamic chair. The InBalance™ mechanism also outperformed the results for standing up by the same margin. This was a surprising find as it suggests that standing is not enough in itself to combat issues that surround sedentary behavior and highlights that the body must actually be in motion in order to avoid associated health risks.  

Erlend Weinholdt, physiotherapist and lead ergonomist at Scandinavian Business Seating, highlights the importance of the Institute's findings and comments; "Everyone is talking about chairs that promote activity, but we are the only ones who can prove it".

So, knowing these results and with an easy fix on the market, what's stopping you from investing in your health?

 

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With the mental health of employees becoming big on the agenda of many business owners, one Satellite Communications company contacted us with a brief to carry out refurbishment works on their staff kitchen and break area, as well as create a brand new gym area to allow employees to relax and switch off.

The Brief

The company's previous staff kitchen was very old and tired, was hardly used by employees and was beginning to become more like a storage room than a relaxing break room. We were given a brief to create a modern space that reflected the company image and the value that they put on their staff. The re-fit had to be completed in time for an important meeting that the company was hosting in a few weeks time.

The Design

The design reflected the corporate identity and branding of the company whilst still creating a space that allowed staff to switch off from their day for the time that they were using the facilities. We incorporated a range of different furniture from "Oyster" and "Shore" chairs and stools to "Jive" benching to create a versatile and functional space. We also made use of a range of imagery to brighten up the walls which reflected projects that the company has worked on and their field of expertise, as well as to define the use of the rooms such as the running mural in the gym. From design to completion the refurbishment took six weeks and was finished in time for the company to show off the new area during their international meeting!  

Before and After

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On National Stress Awareness Day, we take a look at the importance of workplace design and ergonomics on the reduction of employee stress, fatigue, illness and absenteeism.

  According to Beautyman (2006), businesses that ignore the design and layout of their workplaces are failing to optimise the full value of their human capital. This is echoed by Amble (2005) who points out that poor workplace design is linked to lower business performance and a higher level of stress experienced by employees. Research by the Industrial Society in London suggests that many employers are beginning to take notice of the impact of stress on their businesses and see it as a matter of urgency to improve their employee's working environments. 74% of surveyed employers predicted that employee stress would become their greatest health and safety concern in the next few years, with 53% stating that this is an issue which employers should address proactively.

With this in mind, what is it that can be done to create a comfortable, productive working environment that provides a reliable ROI?

Looking at the balance of privacy and co-working spaces is a good place to start in catering to an array of personality types, fluctuations in employee moods and the levels of productivity required from employees. According to Monroe (1999), physical environments that foster creativity and interaction, whether in conference areas or in "casual collisions" in corridors or break areas, is important for building rapport and support networks, as well as improving communication and problem solving. Following on from this, Asirvatham (1999) and Umlauf-Garneau (2001), predicted that future offices will consist of very few fixed walls and will see an increase in mobile furniture, more laptops and a generous distribution of data and power outlets, allowing employees to choose their working space in order to reach their maximum productivity.

So, how is a well balanced workplace design that caters to a range of personalities and requirements reached?

Wallace (2001) predicted that the office cubicle will not be something that we see disappear, but instead, redesigned to reach a concept that allows for better acoustics and accessibility, leaving the onus for creating complete privacy on separate sound proofed rooms available for access on an as-and-when-basis. A good example of the type of "cubicle" that has been redesigned for the modern office is the Den range sold on our website. Available in a range of shapes and sizes and with great acoustics, Den is a flexible and dynamic solution to the classic, more restrictive cubicle. With this in mind, it is important to also factor in parts of office design that aren't always immediately obvious, such as aforementioned acoustics and types of lighting. Hower (1995), reports that high noise levels can cause irritation, increase stress and reduce productivity, whilst Smith (2001) reported that employees who are constantly working in a noisy environment show higher levels of adrenaline which, in turn, decreases their productivity and in some cases adds to absenteeism. Frank (2000) points out that lighting is a critical element in creating a comfortable working environment and that lower lighting levels, rather than fluorescent tubing, boosts productivity, although in these situations employees should be provided with individual task lighting which can be adjusted accordingly. Hower (1995), explains why lighting has such an impact on productivity with light levels affecting the endocrine system, cardiac rhythm and "the body clock". He goes on to add that lower levels of lighting increase memory function and focus, whilst daylight improves mood. According to a survey by Steelcase Workplace Index, 86% of participants stated that poor lighting caused them some form of discomfort i.e, headaches and watery eyes. According to the same survey, proper lighting would increase efficiency for 3 out of 4 of the participants. Lighting and acoustics, whilst essential in achieving a good ROI from your office refurbishment, are tricky areas of office design to get right. It is best to consult with your designer early on in the process in order to get these fundamentals correct from the start.

Now we've covered some of the larger aspects of a productive workplace, let's cover one of the essentials which is often over looked - ergonomics.

According to the Work Related Musculoskeletal Disorder Statistics (WRMSD) report by HSE for Great Britain 2016, the total number of WRMSDs in 2015/16 was 539,000 out of a total 1,311,000 for all work related illnesses, a total of 41%. An estimated 8.8 million working days were lost to WRMSDs, making an average of 16 sick days per case. A breakdown of the total days lost to WRMSDs shows that 36% were due to upper limb disorders, 39% to problems with the back and 26% to lower limb disorders. These sick days put a huge strain on a company's productivity and financially they take a toll with paid sick leave and any healthcare costs if included in an employee's benefit package. However, many of these cases can be avoided with investment in a simple ergonomics program. Offering staff the right ergonomics equipment such as a height adjustable desk, ergonomic chair and other accessories such as wrist rests can seem like a costly outlay. In many cases though, when the cost of sick days and health care and the decline in productivity is calculated against the cost of this equipment - much of which lasts for many years - it actually presents a huge saving. It's not just in preventing the sick days that ergonomics can help boost productivity either. Proper ergonomics can boost concentration, memory and mood which helps to make the employee more efficient during their working day.

If you are confused as to where to start with ergonomics, you can find an array of videos on our website to help you adjust your existing chair or guide you in choosing a new chair to suit your needs. We also offer a range of desks and accessories which all fit within a good ergonomics strategy for your business. With over 20 year's experience our advisors can help you to choose the right furniture for you ergonomics plan, as well as designing your office to help you get the most out of your staff and your investment in your workplace.

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Learning by Other’s Mistakes: An Insider’s Guide to Buying Office Furniture.

Whether you’re starting a new business, or just redecorating an existing one, the furniture you choose will say a lot about you. And believe it or not, there’s a lot to consider when making that purchase. When it’s time to start buying office furniture, you need to make sure to limit your mistakes. Buying the wrong chair, table or computer station can cause problems down the road that will cost you time and money, so always consider these few simple things when you are deciding which furniture to buy: The Business Plan The type of business you are in should always be on your mind when making any decision, and it should be no different when you are buying office furniture. Avoid buying anything impulsively: take the time to consider what the furniture will be used for. Do you frequently have clients at the office, or do you regularly speak over the phone or meet at a restaurant? How many employees do you have? Do traditional or stainless steel table legs suit your brand better? Each of these decisions — and more! — should reflect your business model and give employees and clients a sense of what you want your business to represent. Functionality, design and, of course, even price should be considered. Employee Comfort Employee comfort goes hand-in-hand with productivity: the more at ease your employees are, the better they will perform. It’s that simple. So when buying furniture, think about how it will feel to others around the office. Chairs with ergonomic designs and comfortable fabrics that offer good back support are a great starting point. Consider as well whether the chairs should be mobile for easy movement, or if they will work better as stationary seating. Adjustable heights, armrests and reclining options are also essential for employee comfort. Providing comfort can help save money in the long run as well. With better posture and relaxation, employees will be less prone to workplace injuries, which will save on worker’s compensation claims. Future Growth You should always take into account the way that new furniture will fit both your current and future office needs. Flexibility should be a top priority to maximize the life of the furniture. Even if some tables or chairs are more expensive than others, if you see them as a better fit, you should consider buying them. When purchasing furniture, think about how future technology may shape the office environment. Will the desks you buy now have enough space and provide easy, safe access to electrical outlets once computers, printers and phones are placed on them? With the prevalence of wireless technology, should you buy desks that are mobile and adaptable to save space? What will a conference room look like in 10 years? A receptionist’s desk? Thinking about the future will prevent buying mistakes that will cost you time and money. Purchasing new furniture is a big expense for any company. Always keep these simple things in mind when you make that next trip to a office furniture dealer.     [yikes-mailchimp form="1" title="1" description="1" submit="Sign Up"]

Complementing the architect's design, we created a modern and engaging library area for a London based girl's school

  With all furniture designed, delivered and installed on time, we created a bright and modern new library area with custom built features. The new range of furniture included a brand new reception desk and seating for staff and new perimeter benching combined with LED lighting to maximise the use of space. We also created a new ICT area with new seating and desking with flush fitted power modules for a neat and practical finish. A soft seating area for reading or co-working was also installed. New bookcases were installed with a special, made to order feature, allowing tablets to be installed in the end panels.       [yikes-mailchimp form="1" title="1" description="1" submit="Sign Up"]

“Wellbeing is very important,” he says. “The boom and bust mentality of work - people working ferociously to hit the deadline and then burning out - leads to peaks and troughs in performance. We’ve gone to extra lengths to create an environment where we attract the best people and once they are here they are able to do their best work.” Harris’s approach was borne from a frustration with old fashioned beliefs about office life. An “always on” culture where technology makes it difficult to switch off means many people are looking for more flexibility in where, when and how they work. Rethinking the open plan office He is one of a number of business leaders rethinking the design of offices to improve staff productivity. But it’s not all about toys and beds. Others, for example, are looking at the open plan design that has dominated workspaces since the 1950s. Once thought to facilitate more collaborative working, research now suggests open plan offices could actually be undermining productivity. A 2014 survey (pdf) of 10,500 workers across 14 countries, commissioned by office furniture maker Steelcase, found that 69% of people were not satisfied with their working environment, in part due to a lack of privacy. A separate Steelcase-commissioned survey of more than 39,000 workers found 95% of employees said they needed quiet, private places for confidential conversations, but only 41% said they could do so, and 31% had to leave the office to get work completed. Researchers have also suggested a correlation between employees who work in open plan offices with multiple colleagues and the amount of short-term sick leave those employees take. One of the main faults of the open plan design is that there is an assumption that all you have to do to boost creative collaboration is throw people together in one room, says Max Chopovsky, founder and CEO of Chicago Creative Space, a company that produces video and media content on office design and culture. But if your staff feel like they don’t have autonomy or someone who will listen to their voice, it’s irrelevant if they are in an open space or not, he adds. “The main problem is that companies are looking at Google, for example, and just wanting to have the same as them. They are not being authentic. They need to listen to their employees and understand what specifically they want beyond the basics like natural light, good internet connection and comfortable chairs. Harris admits his office would not be suitable for every business but it has proved a success, with absence from sickness low, staff retention high and employee feedback overwhelmingly positive. Key to making the concept work though has been ensuring that everyone buys into it. Office of the future Leaving aside debates about open plan offices, do we even need offices anymore? Advances in technology and remote working mean many staff can choose to work elsewhere. For Chopovsky, this does not mean the end of the office. If staff can choose to work elsewhere, the office could become a place where workers can have important social encounters and build professional relationships rather than simply knuckle down and work. That means a combination of open plan offices and private rooms. He believes companies should facilitate that by creating areas where staff can come together either for informal chats or company-wide meetings. This may already be happening in the UK. A survey of 1,100 British office workers, published in June, shows that most workplaces (70%) now also include a communal environment – break out spaces such as a shared kitchen or beanbag area – to work from or have meetings in, providing a space for more dynamic working. This is key to meeting workers’ needs, with almost a third (29%) deeming the ability to work from a variety of different locations in the office to be important, and almost half (48%) considering access to collaboration space with colleagues an imperative. Better designed offices are not the end of the matter, however. John Ridd, councillor of the Chartered Institute of Ergonomics & Human Factors (CIEHF), says that while getting the design of the office right for your business and worker needs, it cannot be used as a panacea for improving employee wellbeing. “To me the major thing is looking at the design of a person’s job in terms of workload and responsibilities. That is going to be far more important in terms of increasing productivity and indeed the wellbeing of the individual – because it is the happy worker who works more efficiently.”   [yikes-mailchimp form="1" title="1" description="1" submit="Sign Up"]

January, and indeed, the first few months of the year are always hard. Chances are your employees are only just beginning to get back into the swing of things – outwardly. They’ve remembered all their passwords and their diary is now full and organised after a week’s worth of blindly fumbling through the workday. However, they’re probably still sluggish, a little upset that they’re not still at home in their PJs stuffing Quality Street. There’s nothing much to look forward to in January and absences are likely to be pretty high with colds spreading like wild fire around the office – oh,  and probably everyone is unashamedly suffering from a little bit of SAD (Seasonal Affective Disorder) now that Christmas is gone and it’s freezing! So, productivity and creativity definitely need a very big boost…but how? The good news is, you don’t need to become a master of psychology and you don’t need to plan any team building days – people are still struggling to get out of bed – be gentle! The set up of your office and the equipment and furniture available is one of the easiest ways to help boost productivity and get those creative brains back into gear. Communication can also be greatly improved with the correct office layout and communication means more ideas and better morale! Here’s a couple of facts for you: – Comfortable, well-lit and well-ventilated offices see an increase of up to 16% in productivity, 24% in job satisfaction and a notable decrease in absenteeism – The average person wastes 4.3 hours per week searching for papers and documents, causing stress and confusion and heavily impacting productivity – Ergonomic chairs, such as the patented, chiropractor approved, Chiro Plus Ultimate, help to  decrease back, neck, shoulder and pelvic pain and help to prevent musculoskeletal disorders which are a leading cause of lost work days in the UK. The correct chair boosts productivity by increasing oxygen flow to the brain, improving circulation and alleviating distracting aches and pains Aside from these points, the layout of your office should also be considered. Is every department in the right place? Does everyone have access to the things they need, i.e the right files to hand? The lighting of the office or workspace is incredibly important but it also seems a daunting and expensive component to change if it is not right. Natural light is best, with the addition of task lighting, i.e lamps, for reading and note taking making it even better. Overhead lighting is the most popular choice but it is also the worst form of lighting, contributing to headaches, eyestrain and fatigue. However, changing the lighting doesn’t need to be as scary as you think and there are plenty of options to improve this area of your office without complete upheaval. The culture of your company can easily be improved by generally brightening up the area or providing an area for breaks that properly allow for a brain recharge! Relax, you don’t have to get all Google about it and put slides and ball pits into the mix. Rest and play areas are easily created and have a massively positive impact on morale. These breakout areas can strengthen working relationships and allow employees to feel refreshed and productive. These areas are also great for particularly corporate offices that have many important visitors or wish to portray a strictly professional demeanor. Hide them away in “staff only” sections of your office and even utilise the space to remind people of company values through adding aesthetic signs, quotes and images to walls. So, if you feel your office needs a little pick me up, or you think that the benefit of happy, productive and creative staff is invaluable then give Wave Office a call. With years of experience in refurbishing offices, designing and planning space, as well as providing furniture that is specifically tailored to the needs of your workplace, we’re confident that we can get your office out of the January Blues and into a prosperous 2015!

DR MIKE LOOSEMOORE (LEAD CONSULTANT IN EXERCISE MEDICINE AT THE INSTITUTE OF SPORT, EXERCISE AND HEALTH) CLAIMS THAT STANDING FOR THREE HOURS A DAY IS AS GOOD FOR YOU AS RUNNING TEN MARATHONS PER YEAR. DOESN’T SOUND TOO ARDUOUS, RIGHT? BUT WHAT CAN YOU DO IF YOUR JOB OR DAILY ROUTINE REQUIRES YOU TO BE AT A DESK FOR THE DURATION OF YOUR DAY?

We’ve long known that standing for long periods of time has damaging effects on your health resulting in conditions such as varicose veins, lower back pain and disorders and an increased risk of stroke. However, it is only in more recent years that the effects of sitting for prolonged periods have been found to be just as, if not more, damaging than standing. Even going to the gym and working out intensely each day after work (no, thanks) doesn’t offset the damage that sitting during the day has done to your body. Plus, sitting burns a measly, one calorie per minute, so those Malteasers that “aren’t so bad for you” will take it out of you trying to burn them off at the gym. But the weight isn’t all there is to worry about. When you sit for prolonged periods of the day (this is including driving to and from work, watching television, eating dinner etc.), your good cholesterol is lowered, your metabolism slows, insulin becomes less effective and the likelihood of heart disease and type 2 Diabetes increase. So what are you supposed to do if both sitting and standing becomes damaging after extended periods? Cue the sit/stand desk. Many companies are now aware of the effect of good, and indeed, bad health on the morale and productivity of staff, and staff themselves are aware of the effects that certain working situations can have on their body and are beginning to demand the aids that they need to counteract these effects. Sit/stand desks come in a variety of forms – either manual, if you really want to stretch your office workout, or electric for ease of use. The introduction of these desks means that users have the option of how to work based on their own preferences and comfort, medical history and informed choice as to the effects of each position. It is recommended that for every hour a person spends sitting,  they should spend a minimum of ten minutes standing. If standing for longer, most find it comfortable to raise one leg and rest their foot on a stool or something similar to relieve pressure from their feet and legs alternately. However, just as an ergonomically designed chair will never see it’s user reap its full benefits if they have not received correct training in how and when to adjust the chair, height adjustable desks are of no use unless the set-up comes with more than just an assemble and plug-in job. Those installing the desks, such as us at Wave Office, should understand the benefits of sit/stand desks and how they should be used by individuals depending on their circumstance. There are also many applications and software that can help people to get into the habit of standing and sitting at appropriate times based on the type of work that they are carrying out and the time they have spent in a particular position. Check these out if you’re unsure where to start:

• http://www.efficiencysoftware.co.uk/sitstandcoach/
• http://standapp.biz/
• http://www.varidesk.com/desktop-app

Even without this software, it’s easy to set a simple alarm on your phone or PC that can remind you when your allocated sitting or standing time is up and it’s time to change. What are your views? Do you think height adjustable or sit/stand desks will become common place in office based professions, or even beyond?

“THE HUMAN BODY IS AN ANATOMICAL MIRACLE. AND THE BETTER WE TAKE CARE OF OUR BODIES, THE BETTER WE PERFORM. THAT IS AS TRUE WHEN IT COMES TO SPORTING ACTIVITIES AS IT IS FOR WHEN WE ARE CARRYING OUT WHAT WE MIGHT ASSUME ARE THE MOST ROUTINE OF TASKS, SUCH AS SITTING. WHEN WE SIT IN A CHAIR THAT TAKES INTO ACCOUNT OUR BODY’S NATURAL EASE OF MOVEMENT, WE BREATHE BETTER. WHEN WE BREATHE BETTER, IT’S EASIER FOR US TO CONCENTRATE AND WE PERFORM BETTER.”

RH Chairs, Scandinavian Business Seating

RECENTLY, SCANDINAVIAN BUSINESS SEATING COOPERATED WITH ANNA-LISA OSVALDER, PROFESSOR OF PRODUCT AND PRODUCTION DEVELOPMENT – DESIGN AND HUMAN FACTORS, CHALMERS UNIVERSITY OF TECHNOLOGY IN GOTHENBURG, SWEDEN, TO LEAD A SCIENTIFIC STUDY INTO THE EFFECT OF THE RH LOGIC 400 CHAIR ON OFFICE WORKER’S HEALTH AND PERFORMANCE.

The study saw a group of 48 full-time office computer workers from two different companies participate in a five week trial of the RH Logic 400 chair, sitting in it every day for the entirety of the time they were required to be at their desks. Each week, participants filled out an extensive questionnaire during which they would answer questions based on how they felt the chair was influencing their work. Another 36 people participated as a control group for the study. The study is important in providing proof that the right task chair can increase productivity and lower absence costs. Many companies are reluctant to move away from the simple office chairs that they currently provide to staff simply because they cost a little extra. However, when we consider the loss of productivity and the amount of paid absence leave that results from pain and or injury at work – particularly musculoskeletal disorders – the “extra” cost, is not really extra at all. A study undertaken by the Fit For Work Coalition UK, “Taking the Strain: The Impact of Musculoskeletal Disorders on Work and Home Life” found that of the 809 people that took part in the study (all of who have MSDs), there was an average of a 43.9% loss of productivityper person. Of those in the study who were not in work, 57.4% had been the primary earner for the household and two thirds of the households are now dependent on welfare. Just under 60% of the study group said that they feel MSDs stop them from reaching their full potential at work. Along with this information and the fact that MSDs are the leading cause for sickness absence in the UK, it is easy to see why spending a little extra on a chair – many of which, including the RH Logic 400, are generally repairable and more durable than their cheaper counterparts – will not actually impact on a business as much as ignoring the issue of ergonomics will. The RH Logic 400 is an ergonomically designed chair, specifically created for use in any environment where productivity stemming from employee well being is key to success. The chair is one of the most environmentally sound in it’s class and still manages to feature a number of controls for individual adjustments offering a variety of possible sitting postures. During the study, half of the participants reported that they felt neck and shoulder strain had reduced within the first few weeks of the study – after five weeks the perceived strain was lessened by 20-25% for necks and 10-15% for shoulders. Participants who had reportedlong-term problems with their necks/shoulders said their symptoms were reduced by 30-40% over the study period. Lower back pain can be a problem for those who sit with legs crossed or do not have the correct lumbar support on their chairs. The RH Logic 400 has a generous lumbar support with the height of the backrest being easily adjustable, while the tapered design and “tredts” cushion still allows the user’s body to move freely. In the study, over 30% said they felt that lower back pain – particularly in the right side of the body – had reduced. This was supported by half of the participants reporting a general comfort increase of 20%, while a third graded the increase at 30%. More than 70% of those who took part in the study reported that they felt the RH Logic 400 had impacted on their working situation positively, almost 75% felt that their working technique had improved and a third said that their performance had increased while time pressure decreased. It is important to remember that MSDs are not the only issues caused by a lack of ergonomics and even if no physical injury or illness is caused through improper posture and seated positions, it is vital to realise that comfort and discomfort are not mutually exclusive.

“Discomfort is associated with biomechanical factors (joint angles, muscle contractions, pressure distribution) that produce feelings of pain, soreness, numbness, stiffness and so on…eliminating physical constraints can reduce discomfort , but this does not necessarily produce comfort… Comfort is associated with feelings of relaxation and well-being…The absence of these feelings will not lead to discomfort because adverse biomechanical conditions are necessary for this”

 L.Zhang, M. Helander, & C. Drury (1996) “Identifying Factors of Comfort and Discomfort in Sitting.” Human Factors. Volume: 38. Issue: 3. pg 377-389 This is where the RH Logic 400 comes into it’s own, with a design that goes beyond what is required to simply cease discomfort and focuses on factors to create and increase comfort. The seat, which is available in two sizes, includes a layer of wool which provides increased ventilation, making it cooler than conventional pads; a waterfall seat edge to reduce pressure to the underside of the thighs, improving circulation and optional armrests with adjustable height and depth which are recommended for providing relief for shoulders. These are amongst many other features that make the RH Logic 400 an exceptional task chair.

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To see the whole study carried out by Anna-Lisa Osvalder, alongside Professor Anders Colmsjö, at Stockholm University and Susanne Hedin from “Ergonomhuset”, follow the links below. Chalmers study RH Logic 400 White Paper – Shortened summary of the study ChalmersUK – Infographic regarding findings of the study RH Logic 400 report Chalmers – Full, detailed report on the study

CURRENTLY, THERE IS MUCH FOCUS ON CHANGING WORKPLACE ENVIRONMENTS AND WORKING PATTERNS AND AN UNCERTAINTY THAT SEEMS TO GO HAND-IN-HAND WITH EXCITEMENT AROUND WHAT THE FUTURE OF WORKING BRITAIN, AND INDEED, THE WORLD WILL LOOK LIKE

In light of this, Wave Office spoke to Julie Berdou, an Interior Designer in her early twenties. Having now completed her final year of BA (hons) Interior Design and Technology (Cass School of Art Architecture and Design at London Metropolitan University),  Julie is excited by a future career in the field or the possibility of completing a masters programme and has shared the process behind her final projects with us. One of Julie’s projects, WW – A Mobile WorkPlace That Connects, is perhaps one of the most pivotal design ideas in expressing how future generations will choose to work and how the face of business will change. WW is Julie’s response to the RSA Student Design Awards and Tomorrow’s Workspace brief. The transparent work spaces are designed to be placed in busy areas and accessible to those who require an office space between meetings, to impress potential investors or customers and grab some extra publicity (there is an option to display your logo on the wall whilst you work there). With fixed office spaces set to become more of a rarity, WW also caters to those who can’t afford to rent space in places such as London but do spend a lot of business time there. The concepts for the configuration of WW make sure that it meets Generation Y’s demands for:

• Connection (the Wall)
• Collaboration (the Fold Out Wall)
• Contemplation and focus (the X Work Wall)
• Community (Fixed Cube)

The design also takes into consideration what consumers in Generation Y will and do demand. With social media an integral part of most marketing plans now, consumers expect to identify a brand’s personality, be able to interact with a company and to gain almost instantaneous answers. The most successful brands in recent years have pushed the boundaries in social media and created the opportunity for more affinity and brand recognition from consumers. Working at a WW workstation will give the impression that the company has nothing to hide, is flexible and up-to-date and is confident enough to allow people to see the faces behind a brand. Julie also took into account the fact that the next working generation will place a high importance on energy efficiency and combating global warming. WW uses solar cell technology and LED lights among other features and a high level of material research was carried out. All of this was calculated and researched alongside the possible profits, the budget and the amount of noise pollution inside and outside of the hubs. Perhaps an even bigger triumph for WW is that, as Julie discovered, these work spaces appeal to not just Generation Y, but their predecessors – Knowledge Workers, Baby Boomers and Silver Talent – who loved the concept and would be happy to work in such places. Finding this opportunity to blend the working generations is crucial during the crossover and will help troughs in morale and productivity. As Julie points out herself, the current and ongoing changes to the workforce are not without their issues:

“In terms of mobile working I think a challenge that needs to be overcome is how to establish trust between employees themselves. One employee not physically being in the office, but working on the go, could be seen by another as them not working at all (If I can’t see XYZ, XYZ is probably not working.). It’s up to HR, management and leadership to develop strategies that deal with such issues”

Another of Julie’s projects – the Adaptive Workspace Hub was a response to abandoned architecture and dereliction; the application site is the former flour mill, Millenium Mills, West Silvertown. The derelict flour mill is not only a reflection of Newham, an area currently dealing with deprivation, unemployment and youth violence, but also of the transition between working generations and the changes they will bring. Generation Y and those to come after will change the face and the mechanics of the workforce, just as Julie has done with Adaptive Workspace Hub. Julie’s aim with the Hub was to create a place designed to meet the needs of a multi-generational workforce, offering break-out and social areas with quiet, personal spaces for those seeking them. The result was a high segmentation and choice concept that allowed individuals to personalise their work style and provided areas that aided concentration, facilitated collaboration and provided an escape from work to recuperate, something Julie puts a high importance on herself:

“I achieve my best results when working in a physical environment that is adaptable to my needs. Sometimes I need to concentrate on a particular task, that’s when I need my personal desk, chair, laptop and a calm but personalised environment with a sense of ownership. Then I also need to interact with people, talk about my ideas. I want to get inspired by other peoples work and I also want to help inspire others with mine. Recuperation is immensely important too, there are only so many hours of working, concentrating and collaborating I can do before my brain shuts down and I need a break. I believe the workspace of the future should cater to these needs and respond with a series of adaptable workspaces that allow for people to concentrate, collaborate and contemplate when it is appropriate for them”

  It’s a tough but exciting time for designers, leaders and employees alike, there are changes in practice and experience for all concerned and as Julie points out, “the physical working environment is only part of a complex matter – leaders especially should recognise their workforce’s needs and characteristics in order to boost productivity”. “It is key that individuals can personalise their work style and work in a variety of ergonomic positions (seated, standing, reclining) that allow for a healthier work style”. In fact, only recently a top Doctor – Professor John Ashton –  has declared that britain should only be working a four day week to reduce stress. It is clear from this and the recent Government change to flexible working that health and a good work-life balance are key in achieving a harmonious and productive workplace and are key factors in a new era of business. There is no denying that we are entering a new and influential period in our work lives and it will be almost impossible not to be affected by this. The bottom line from Julie is that:

“Gen Y has definitely had an impact on what I do in terms of a designer and is shaping the workforce and its design considerably”

To find out more about Julie's work connect with her on any of the following: 
Twitter: @JulieBerdou   LinkedIn: http://uk.linkedin.com/in/julieberdou
Behance: https://www.behance.net/julieberdou

WHETHER YOU ARE AN EMPLOYER OR AN EMPLOYEE, THE ISSUE OF EMPLOYEE RETENTION IS ALWAYS A TOPIC OF IMPORTANCE; HOWEVER, WITH THE ECONOMY SLOWLY IMPROVING IN LINE WITH GENERATION Y WHO ARE ALREADY SHAKING THINGS UP IN THE WORKFORCE, EMPLOYEE RETENTION IS GOING TO BE A HOT TOPIC ON EVERYBODY’S LIST.

SO, AS AN EMPLOYER, HOW CAN YOU GIVE MORE TO YOUR EMPLOYEES, RETAIN AND ATTRACT THE TALENT AND STILL KEEP BUSINESS AND PRODUCTIVITY A PRIORITY?

With the right to request flexible working – anything from flexi-time to job sharing – now law, any employee with more than 26 weeks service can request a change in their normal working pattern and an employer must give at least one of eight approved reasons, with proof, as to why the request is rejected in order to decline. This right was previously only given to parents of children up to 17 years of age and those with dependents, such as carers. Now, there is to be no priority given to these groups over anyone else who wishes to ask for flexible working and companies have been told to expect to face a claim for indirect discrimination if they are found to be too heavily weighted in a certain group’s favour with no good explanation, (i.e all employees are without children, therefore you cannot grant those with children flexible working). The new legislation is worrying some, such as the FSB, who say that competing or rejected requests could do exactly the opposite of what the government proposes and lower productivity and morale and breed negativity. So, what can you do if you can’t meet the requests for flexible working because, especially if you’re a SME, you’ll find it hard to cover the costs of allowing this? How can you adapt your own policies to help those that government legislation hasn’t helped and keep them loyal to your business for as long as possible? Sabrina Parsons is CEO at Eugene, an Oregon based software company. The title of her blog page “Mommy CEO” may give you some ideas as to how she’s adapted her business to support herself and her employees. As she says in her blog:

” any privilege I get in the office, is extended to all employees” Sabrina Parsons, Kids at Work? Why It Works and Helps Women (and Men!) Succeed”

She appears to have hit the nail on the head when it comes to being fair to employees and has chosen not to adopt the attitude of an authoritarian style manager, something that Generation Y – who will predictably make up the majority of her staff base in due course-  will not stand for. Sabrina allows her staff to bring their children into the office when their child care plans haven’t worked out or when it is the school holidays. She is eager to stress that it is not an alternative to a nursery, but means that on those inevitable days when there are hiccups with childcare plans, her staff don’t have to miss work, they don’t have to feel torn between their family and work and productivity is less affected. The fact that her employees can enjoy these family friendly policies (including flexi-time and an office environment complete with comfy couches and crayons) has allowed Sabrina to enjoy a loyal workforce with little staff turnover. Revenue from the company’s flagship product also grew by 106% in 12 months. Parsons attributes this to a happy team which now includes 4 working fathers who are taking advantage of the policies on offer. In regards to employee retention she advises that the simplest way to apply the right strategies to your own business is to:

“think about the real things that matter to employees and give access to talent that you are or could be losing”

It is true that the hard to replace talent will be in high demand and with the improvements of the economy, they won’t find it hard to find somewhere else to go if your strategies aren’t working for them and their lifestyle. If you think that employees are stuck between a rock and a hard place and will be grateful for what they’ve got, you’re wrong and your business will suffer for any outdated policies, particularly when Generation Y are fully integrated into the workforce. There is no running away. Even scarier and potentially more detrimental to your employee turnover rate is the social era that we’re living in. It is now even easier for candidates to find a new job with friends able to suggest roles they’ve heard of at the touch of a button and mailing lists that can match a candidate and a job together. The existence of sites such as LinkedIn, means that one of your employees could be headhunted at any time, without even being aware themselves that they wanted to change their job or that there was a better role out there for them. It is also true that the upcoming Generation Y and indeed many currently in the workforce share similar wants and needs in how they think they should feel about their job. Here, Maslow’s hierarchy of needs is a useful model for grouping your employees and assessing their needs – however, remember that this is not a hard and fast rule and some form of personalisation is still required for employees to feel engaged and important within the business.

• Base – Survival: Disengaged, only turn up to work for the money, carry out the bare minimal in a day and would leave for another job very easily
• Level 1 – Security: Interested in overtime to meet financial needs but still disengaged and dislike their job
• Level 2 – Belonging: Almost engaged, know they are part of something bigger but may still leave if tempted
• Level 3 – Importance: Engaged, feel important, will only leave for a very good offer
• Top Level – Self Actualisation (estimated only 15% of the workforce reach this point currently): Highly engaged and love their job

You may think disengaged employees are not such a catastrophe for your field of work; some job markets, such as retail, which generally employs a high level of part-time or student staff,  are aware that employee turnover is high and don’t mind this because there are still “bodies in spaces”, but disengaged employees actually cost the UK economy between £52- £70 million annually. Plus, employees who have stayed with the same company move up the value curve and become an appreciating asset to companies with a higher productivity rate and better knowledge than those who are simply part of an accepted “employment cycle”. Even if a productivity rate is of no importance to you, realising the cost of losing an employee may make you think twice about improving your employee retention plans. It is estimated that it can cost up to 1.5-2x an employee’s annual salary through the process of losing one worker and employing another:

• Hiring a new starter costs money and time through advertising the role, interviewing candidates etc
• The cost to a company on training a new recruit (2-3 years worth of training in some form, costs around 10%-20% of the recruit’s annual salary)
• The loss of productivity through spending time on the hiring process and training up the new prospect (it is estimated that around 1-2 years of productivity is lost during this time) and letting the team find a new way of working with a new member
• Loss of engagement from other employees who see a high turnover rate and become discouraged
• Customer service level loss and cost of errors made through new recruit learning the job

SO, HOW DO YOU MOVE YOUR EMPLOYEES FROM SURVIVAL OR SECURITY LEVEL UP TO IMPORTANCE OR EVEN SELF-ACTUALISATION LEVEL?

– Make pathways to self-actualisation clear for all employees, don’t allow them to think that this point of the hierarchy is only available to a select few or the “elite”. Equip them with autonomy and independence whilst motivating them with clear objectives. This is especially important to Generation Y who crave career growth and varied, interesting roles where they are challenged and can learn. – Another important factor for Gen Y and indeed most other working generations is continuous and instantaneous feedback. Many companies are beginning to realise this and put a priority on token gifts and handwritten notes, rather than solely recognising talent at annually organised events. – Make the company’s mission and vision clear to all employees and, if practical, highlight the ways in which each team or individual member can contribute towards this bigger picture. This makes them feel important and the sense of achievement they will fell when a goal is reached will boost morale and self-esteem – they are one step closer to self actualisation and there is a clear opportunity for active engagement. – Be an available coach and mentor, rather than a deligater or adopting a management style akin to dictatorship. In a recent Hays Recruitment Experts study, 51% of their respondents said that having a manager who they feel can and will mentor them to reach their full potential is the type of person who they will be most productive for. – Operate an open door policy and make time to listen to employee’s suggestions, ideas or concerns. This gives you an opportunity to get to know staff and build an appreciated rapport, meaning they are less likely to want to leave and at the minimum, they won’t want to let you down. – In light of the above point, HOLD THAT FOLLOW UP MEETING! There is no point in listening to your employees if you do not follow up the matter with them after a reasonable amount of time. Not making time for this meeting, even if you were unable to do anything about an issue or an idea, is worse than not being available to listen to them in the first place; they feel let down and forgotten about and thus they don’t feel important or valued. – New challenges are also highly important in employee retention. The idea of “a job for life” barely exists nowadays and will be even more of a rarity once Generation Y are at their peak in the work place. Recent research has shown that by the age of 38 most Gen Y employees will have had at least 14 different jobs which equates to a new role every 1-2 years. – Many companies who have a low staff turnover rate engage the notion that “people leave managers, not jobs” and just as external customers would stop using their company if they provided poor customer service, they recognise that the same effort should be put in to retaining and pleasing their internal customers. – Finally, an area that is receiving a lot of focus recently – a vital part of employee retention but in no way the only policy to be implemented – is redesigning the office space. Provide your staff with quiet areas for focusing, break-out areas for relaxing and both comfortable and formal collaborative spaces to cater to all working generations and personality types.Many companies are finding that changing the work space not only improves morale and boosts productivity but also reduces costs such as power usage reduction, reduction in the total work space cost per person and lower absenteeism (something that can force your hand into creating high staff turnover due to sickness policies if absenteeism is high). What do you do within your business to improve employee retention and what experiences as an employer or an employee have you had when it comes to efforts to keep staff turnover low?

AS GENERATION Y COME OF AGE, HOW MUST OUR WORK SPACES ADAPT?

BY THE END OF THE DECADE WE CAN EXPECT TO SEE A COMPLETE TURN AROUND IN THE ETHICS, DEMANDS AND REQUIREMENTS OF THOSE WHO ARE OF WORKING AGE. IT IS ESTIMATED THAT THIS SHIFT IN THE WORKPLACE PARADIGM WILL SEE THE AMOUNT OF “BABY BOOMERS” IN THE WORK PLACE FALL FROM 50% TO 25% AND AN INCREASE OF GENERATION-Y WORKERS (OTHERWISE KNOWN AS MILLENNIALS) FROM 25% TO 50% – AND THAT’S JUST WITHIN THE NEXT SIX YEARS. So who are Generation-Y, why must we change our ways for them and how do we attract and retain them into our workforce? Generation-Y are those who were born between 1983-1995 and were teenagers around the same time as the new millennium, when the internet was becoming faster and more prevalent in day-to-day life and technology was advancing at an almost alarming rate. In their lifetime so far we’ve gone from walkmans to mp3 players to Bluetooth speakers. Their first phone is likely to have been the Nokia 8210 or even the 3310 with only Snake and Space Impact as standard and in those short few years they will have gone through phone after phone until they reached the iPhone 5s with fingerprint recognition. From the rapid expansion and improvement of technology, the speed of the internet and the vast amount of information readily available at the fingertips of a whole generation, you will understand why Generation-Y are the creative, adaptable and flexible people that they are. This is the generation that both expect and in many ways demand:

• Engaging work places that in many cases should feel like a home from home and almost residential in nature
• Flexible meeting rooms and plenty of social, collaborative space available
• Be free to handle their work schedules and work in a way that both suits them and allows them to be the most productive
• Higher pay and better benefits in an interesting and challenging job role that suits their lifestyle and needs
• Up to date technology
• Continuous and instant feedback from management without authoritative management styles
• Be able to recognise and tend to their own needs, breaking when they want to, working socially or alone when they need to etc

Providing Generation-Y with new challenges in the work place is of the highest importance. It is estimated that by the time a millennial is 38 years old he or she will have had at least 14 different jobs; this equates to a new job every 1-2 years. The challenge in employing this generation is employee retention. In a survey by Hays Recruitment Experts, 60% of their Generation Y respondents said that having interesting work was the most important factor when considering a new role or assessing the level of satisfaction that they have in their current job, 47% said they look for their leader to be motivational and 50% said that feeling valued and appreciated is of most importance when considering job satisfaction. Remodelling the office to suit the flexibility and lust for collaborative work of Gen Y employees goes a long way to recognising these needs. Many companies worry that by doing this, they make their work space seem unprofessional and too relaxed. This couldn’t be further from the truth and by staying ahead of the game now, they will reap the rewards ten-fold in the future. Cisco, a global networking equipment designer and manufacturer, began redesigning their office spaces in 2004 when Generation Y were about to or had just joined the work force and within a few years the vast majority of their work places had been remodelled to adapt to the needs of the new generation and to increase productivity. For Cisco, productivity wasn’t the only thing to improve, absence rates fell and employee turnover decreased; they also noticed that the total workplace resource cost per person dropped by 50%. Generation-Y is a results focused generation and puts less emphasis on the structure of the working day as opposed to what is achieved within it. If they spend three hours and achieve the results they needed to or preferably go beyond this, why should they be tied to a desk for seven hours? If they know they are more productive sitting in a comfortable, collaborative environment with technology on-tap, why will they sit in silence, squirrelling away behind a desk divider. They won’t do it and will see anywhere that is not catering to this way of working as wasting time that they could be achieving something valuable in. Choy, a Generation Y employee at Cisco said “The Cisco culture isn’t about putting in ‘face time’ at the office, it’s about meeting deadlines and getting results”. However you feel about it, Generation Y are well and truly shaking up the work place and if your company isn’t embracing the demands of the new workforce, you’re going to fall behind. It’s time to get planning and empower both a new generation and your business.