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

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

How to react to change?

To this one change to counter and the long-term performance of Companies to secure it is of great Significancethat on the one hand they find and retain new talent.

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

To win and hold talents

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The Gallup Commitment Every year the index shows that in Germany only around 15 percent of employees have a high level of loyalty to their employer. The majority, on the other hand, has little or no emotional connection to the company. However, this can have an unfavorable effect on the employer: The Gallup study shows that 42 percent of emotionally disconnected employees are looking for a new employer.

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

Designing motivating working conditions

Attractive work environments not only offer users what they want, but above all what they really need. Environments must reflect the different ways of working as well as different postures, forms of presence and characteristics of Privacy support.

The employees should in turn Choice and Control about where and how they work. When this is the case, an ecosystem of interconnected and interdependent spaces emerges that encourages engagement, Motivation and promotes the wellbeing of employees.

Technology that binds us to the desk

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

So it is not surprising that the freedom, depending on the current task at different places in the Office to work is the least common in Germany. Only half of the employees worldwide can freely do this decide, where and how they work, the majority never leave the office to work. Employees are literally tied to their desks by outdated technologies.

Mobility and flexibility promote commitment

However, the study shows that the availability of mobile technologies does increase employee engagement and satisfaction increases: the most engaged employees use laptops, mobile phones and tablets far more often than landlines or desktop PCs. The more flexible you can work, the higher the commitment. Limited mobility, in turn, affects employees' ability to find a work environment appropriate to the task, which in turn would increase engagement.

Of course, certain jobs or activities involve spending most of the time at your desk - in this case, fixed devices are a viable solution. For other employees, however, who are increasingly in the Team work and thus interact and exchange information more frequently are mobile Solutions far more appropriate.

6 tips for more employer appeal

Well-being, in turn, has a direct impact on employee productivity. Steelcase has identified six key spatial design dimensions that contribute to wellbeing Workplace contribute:

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

Are work environments designed according to these dimensions so that they needs of the employees can be optimally fulfilled, their well-being can be significantly promoted. Combined with the ecosystem of interdependent areas, these criteria lay the foundation for a working environment that promotes the mental, physical and cognitive well-being of employees and in which age- and aging-appropriate work can be implemented.

Conclusion: Soft factors are crucial

To counter demographic change act, companies not only have to react to the lack of skilled workers, but also make efforts to ensure the well-being of their employees.

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

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