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?
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.
The blue lines on the image trace the movements of a user sat on the SoFi during the study
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?
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!
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.
Ifyou 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.
Buying office furniture sounds simple at first, yet it usually becomes more layered once budgets, team needs and future plans start coming into view. A desk and chair are rarely just functional items. They shape how people work, how comfortable they feel through the day and how your space comes across to anyone walking in.
It’s quite common for organisations to rush this stage. Furniture gets replaced one piece at a time, choices lean heavily on price or bulk orders go ahead before layouts are fully reviewed. Costs then creep up, items wear out sooner than expected and people end up adapting to the space rather than working comfortably within it.
This office furniture buying guide is here to slow things down in a practical way. With clear planning, sensible budgeting and attention to ergonomics, buying office furniture becomes more considered and far less reactive. Wave Office has supported organisations through full fit-outs, refurbishments and phased upgrades for years, so the process below reflects what actually works in day-to-day projects.
The sections that follow move step by step. You can treat this as something to refer back to while planning, not just a quick read before placing an order.
Clarifying Your Office Furniture Requirements
Before requesting quotes or browsing ranges, it helps to pause and define what you genuinely need. That short pause can prevent expensive adjustments once orders are confirmed.
Start with headcount. How many people use the office each day, and how might that shift over the next 12 24 months? Hybrid patterns often fluctuate, with certain days noticeably busier. Planning around peak occupancy rather than average attendance gives a clearer sense of desk demand and shared space pressure.
Next, look at how different teams operate. Some roles need quiet, focused zones with generous desk space and storage. Others rely on collaboration, quick conversations and adaptable layouts. Recognising these working patterns shapes furniture choices in a more grounded way.
It helps to build a simple checklist covering:
Current and projected staff numbers
Desk-sharing or hot-desking policies
Storage volumes and compliance requirements
Accessibility and ergonomic considerations
Brand and presentation preferences
Putting these details in place early creates a steady framework for the rest of the buying process. If you are unsure how to translate headcount and workflow into an actual layout, this is often where speaking to a trusted supplier such as Wave Office can make planning feel far more manageable.
Setting a Realistic Furniture Budget
Budget planning can feel like a balancing act, particularly when expectations vary across departments. Even so, setting a clear financial framework early usually makes the entire process smoother.
Begin by deciding what level of specification is appropriate. Entry-level furniture may suit short-term projects or temporary spaces. For long-term use, mid-range to premium products tend to provide stronger durability and longer warranties. The upfront cost difference can look noticeable, yet lifespan and performance often justify that step up.
It also helps to think in terms of the total cost of ownership rather than purchase price alone. Consider:
Expected lifespan under daily use
Warranty length and what it covers
Maintenance or replacement components
Delivery and installation services
A chair replaced after two years can end up costing more than one designed to last eight. Looking at value over time gives a more accurate picture than comparing price tags in isolation.
Building a modest contingency into the overall budget is sensible. Layout refinements or additional storage sometimes arise once detailed plans are reviewed. Working with an experienced team like Wave Office at this stage can also highlight costs that are easy to overlook, which helps avoid surprises later.
Choosing Office Chairs
Seating directly affects comfort, posture and concentration. For many people, a chair supports them for six to eight hours a day. That alone makes it one of the most carefully considered purchases in this guide.
Ergonomic Features to Look For
When reviewing office chairs, focus on adjustability first. A chair should adapt to the user, not the other way around.
Key features include:
Adjustable seat height
Lumbar support that moves up and down
Seat depth adjustment
Armrests with height or width flexibility
Tilt mechanisms that support natural movement
In shared environments, simple and intuitive controls matter. Chairs used by multiple people need to be quick to adjust without confusion.
Good posture support reduces strain across the lower back and shoulders. Over time, that can mean fewer complaints and a more comfortable working day. If ergonomics feel overwhelming to assess alone, suppliers such as Wave Office can guide you through suitable models and even support DSE-led decisions.
Matching Chairs to Different Tasks
Not every seat in the office needs the same specification. Task chairs suit everyday desk work. Meeting chairs prioritise shorter-duration comfort and visual consistency. In 24-hour environments, reinforced chairs offer extended durability and support.
Matching chair type to task helps avoid overspending where advanced features are unnecessary, while preventing under-specifying roles that demand stronger performance.
Selecting Desks and Workstations
Desks shape the flow of a workspace. Their size and configuration influence movement, collaboration and storage.
Desk Types for Modern Offices
Fixed desks remain common in structured environments. They offer stability and clear allocation.
Sit-stand desks have become more popular in recent years. Height-adjustable models allow people to alternate between sitting and standing, which can support wellbeing when used correctly.
Benching systems group workstations together on shared frames. They make efficient use of floor space and often suit open-plan layouts.
When reviewing office desk ranges, look closely at cable management, screen compatibility and power access. These details tend to affect daily usability more than surface finish alone.
Desk Sizes and Layout Planning
Desk dimensions should reflect task requirements. Roles involving dual monitors or paperwork need deeper surfaces. Compact desks may suit hot-desking zones.
Space planning helps keep walkways clear and movement comfortable. Testing configurations on scaled drawings before ordering can reduce the risk of overcrowding once installation begins. This is another stage where experienced input from Wave Office can simplify decision-making and prevent costly layout revisions.
Planning Office Storage
Storage is often treated as an afterthought, which can lead to cluttered desks and inefficient workflows later.
Start by reviewing what needs to remain on site. Some organisations operate almost paper-free, while others retain physical files for compliance or operational reasons. Document volumes will shape cabinet requirements and whether centralised or departmental storage works better.
Access frequency matters too. Items used daily should be within easy reach, while archived material can sit in less prominent areas.
A balanced mix of storage options usually works well:
Mobile pedestals for personal items and quick-access files
Lockable filing cabinets for confidential documents
Cupboards for shared supplies
Vertical storage to maximise floor space
Planning storage alongside desks rather than afterwards keeps the workspace clearer and more organised from the outset.
Furnishing Meeting and Collaboration Spaces
Meeting areas need to reflect how discussions actually happen. A room that looks impressive but does not support real working patterns often sits unused.
Start by identifying the types of meetings held most often. Formal board discussions, project updates and informal brainstorming sessions all require slightly different setups.
Room size should align with realistic attendance. Oversized tables can make small meetings feel distant, while cramped spaces limit comfort.
Boardroom environments typically benefit from larger tables with integrated cable management and supportive seating for longer sessions. Collaborative zones may work better with modular tables and lightweight chairs that can be rearranged easily.
Breakout areas often combine softer seating with lower tables, encouraging relaxed conversation. Even in informal settings, durability and cleanability remain practical considerations.
Furnishing Reception and Visitor Areas
Reception spaces shape first impressions quietly but quickly. Visitors often form an opinion within moments of entering.
Consider how the area is used. If guests tend to wait for longer periods, seating should offer genuine comfort. Supportive chairs with balanced proportions create a sense of care without feeling overly formal.
Durability is equally important. Reception furniture sees varied and frequent use. Hard-wearing fabrics and sturdy frames help maintain presentation over time.
Brand alignment should feel consistent rather than overwhelming. Coordinated finishes and subtle use of company colours can connect reception to the wider office without dominating the space.
Considering Materials Quality and Durability
Materials influence how furniture performs over time, particularly in busy environments.
Laminate desk surfaces resist scratches and stains, which suits high-traffic spaces. Veneer provides a more natural appearance but may require slightly more careful maintenance. Steel frames generally offer stronger structural support than lighter alternatives.
For seating, fabric durability is often measured by rub count. Higher ratings indicate better resistance to wear. In some settings, wipe-clean finishes may support hygiene policies more effectively than standard upholstery.
Hardware components such as drawer runners and adjustment mechanisms should operate smoothly under repeated use. Commercial-grade products are typically tested more rigorously than domestic options.
Looking at expected lifespan alongside material quality allows you to balance appearance with resilience in a practical way.
Prioritising Comfort and Ergonomics
Comfort affects how people feel through the working day. Over time, it can influence absence levels and concentration.
Chairs should allow feet to rest flat on the floor with knees at a natural angle. Lumbar support maintains the curve of the lower back. Adjustable armrests reduce tension in shoulders and neck.
Desk height matters too. Surfaces set too high or too low can lead to awkward posture. In shared spaces, height-adjustable desks provide flexibility for different users.
Screen placement plays a role as well. Monitors positioned at eye level encourage neutral neck posture. Accessories such as monitor arms or footrests can refine the setup where required.
Addressing ergonomics early supports wellbeing steadily, rather than reacting once discomfort becomes common. If you are reviewing multiple workstations or planning a wider refresh, Wave Office can help align furniture choices with DSE guidance and practical assessments.
Buying Furniture for Hybrid and Flexible Working
Hybrid working has changed how offices are used. Attendance varies across the week and spaces need to adapt more easily.
Understanding peak occupancy is still important. Even with flexible models, certain days may see higher footfall due to meetings or collaborative sessions.
Shared desks benefit from adjustable seating, adaptable heights and straightforward cable management. Storage may shift towards lockers or centralised units rather than personal pedestals.
Modular furniture supports gradual change. Linked desks, movable screens and reconfigurable tables allow layouts to evolve as teams grow. Instead of replacing entire workstation banks, additional components can be added over time.
Selecting scalable systems during the initial purchase helps protect long-term investment and reduces the need for extensive refitting later.
Delivery, Installation and Aftercare
The final stages often determine how smooth the overall experience feels.
Agree clear timelines before confirming orders. Lead times vary depending on specification and quantity. Larger projects may benefit from phased delivery to limit disruption.
Access constraints such as lift sizes or delivery windows should be reviewed early. Professional installation provides reassurance that desks are level, chairs are correctly assembled and layouts match approved plans.
A reliable supplier will offer transparent communication, confirmed specifications and documented warranties. Ongoing aftercare matters too. Replacement parts, layout adjustments or additional items may be needed as teams evolve.
Wave Office supports clients from initial planning through to installation and beyond, offering a steady point of contact rather than leaving you to manage separate contractors. That continuity can make the entire process feel far more straightforward.
Creating a Consistent Office Style
A consistent office style brings cohesion to what might otherwise feel like a collection of separate purchases.
Start with a clear visual direction. Selecting a core palette of finishes, fabrics and frame colours provides a base that can be repeated across desks, storage and meeting areas.
Brand references should feel intentional but not overpowering. Subtle use of company colours through upholstery or screen panels can reinforce identity without dominating the space.
Reception, meeting rooms and workstations do not need to match exactly, yet they should feel related. Establishing a clear specification guide during the initial purchase stage makes future expansion easier and keeps the workplace unified as it grows.
Buying office furniture involves more than selecting items from a catalogue. It requires defined requirements, realistic budgeting and careful attention to ergonomics and durability. Rushed decisions often lead to higher long-term costs and unnecessary disruption.
Following a structured approach allows you to plan with greater confidence. Clarify needs first. Assess ownership costs. Prioritise comfort and flexibility. Choose materials designed for daily commercial use.If you would like tailored advice or support planning your next workspace project, you can contact us at Wave Office to discuss your requirements with a team that understands both the practical detail and the wider picture.
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.
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“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.”
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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:
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?
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:
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. Recentresearch 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.
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