What Office Type Are You? APAC Findings. Discover employees’ views on hybrid working.

What Office Type Are You?
APAC Findings. Discover employees’ views on hybrid working.

How we worked
before will not be
how we work
tomorrow

The pandemic has shown that work
can and will be performed
differently and in the future,
requires greater connectivity across
an ecosystem of different locations.

The Future of
Work Is Hybrid

Why now and why it’s important

Sustained Effectiveness

Providing conducive spaces to work and
maintain wellbeing will enable
employees to be at their best.

Talent Retention

Employee centric environments help
support talent acquisition and retention
and help drive in company’ success.

Long-Term Gain

Rethinking the physical space and resizing for
efficiency will help optimize the user-
experience and reduce operating cost.

Redefining the
office based on
workstyle and
choice

Redefining the office based on
workstyle and choice

We believe in empowering organizations to
find their right hybrid model. Our approach
begins with charting the vision for
the business, understanding employee needs and
then encourage new behaviours promoting
effective team culture.

We believe in empowering organizations to
find their right hybrid model. Our approach begins with charting the vision for the business, understanding employee needs and then encourage new behaviours promoting effective team culture.

Data Driven Design Solutions

Leveraging empirical insights and survey
findings, to develop informed solutions unique
to each company’s culture and workstyles.

Leveraging empirical insights and survey findings, to develop informed solutions unique to each company’s culture and workstyles.

Early Stakeholder Engagement

Engaging employees early in the process
contributes to greater buy-in, allows for early
adaptation to on-ground needs and greater
sense of ownership over change.

Engaging employees early in the process contributes to greater buy-in, allows for early adaptation to on-ground needs and greater sense of ownership over change.

INTERCHANGE

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INTERCHANGE
Connectivity Is the main draw factor of the Interchange. It encourages people to socialise or interact when being in the office while empowering employees to work remotely.

Hub

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Hub
The vibrant headquarters of the company. The Hub provides a good balance of spaces supporting a variety of work styles with a focus on nurturing relationships between coworkers

Forum

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Forum
Designed to encourage solutioning, the Forum provides opportunities for teams and individuals to innovate, problem-solve, ideate, and share feedback.

Cabin

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Cabin
A quiet conducive environment for employees engaged in highly-individualised work. The Cabin includes ample enclosed spaces to safeguard confidentiality and limit distractions

A Structured Approach
To Workplace Design

A Structured Approach To Workplace Design

1

Visioning: Engage and Align

Engage leaders, middle managers and users to define the vision.

2

Workplace Strategy and Concept Design

Test ideas along the way, track results and map feedback and outcomes.

3

Design & Implementation

Take lessons earned from testing to full-scale design, procurement and construction delivery.

Book your consultation today

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Uncover Employee
Needs and expectations

Use our in-house ‘What Office Type Are You?’
tool to gain deeper insight to team dynamics
and workstyles.

Uncover Employee
Needs and expectations

Use our in-house ‘What Office Type Are You?’ tool to gain deeper insight to team dynamics and workstyles.

Frequently Asked Questions

Hybrid work is a flexible model where employees can choose to work in the office or remote, for example at home, a cafe, or a coworking space.

The Hybrid Office is a flexible workplace designed to support an organization in realizing their unique hybrid work model. It strives to provide employees with an equal experience in terms of technology, company culture, and connectivity - should they choose to work remotely or in the office. It should ideally encompass a good variety of work settings - meeting rooms, collaboration spaces, and desks with relevant technology incorporated.

Organizations should also pay attention to incorporating policies and initiatives to support new behaviors and ensure employees remain connected to coworkers and the organization.

It begins with gaining a deep understanding of your organization's business direction, emerging workstyles and team dynamics. Through engaging with key stakeholders - leaders, middle managers and employees -  you will have enough insight and data to  define a clear vision for your organization's Hybrid Office.

To assist in your journey, we've conceptualized four typical office types to help kick-start conversations. Find out more here

As with all work models, Hybrid Work too comes with its fair share of challenges. With only a certain percentage of teams in the office at any point of time, organizations have experienced inefficient communication, digital friction, compromised connectedness and cohesion between co-workers. These organizations find themselves having to take deliberate steps to overcome these challenges. This includes adopting a multi-faceted approach addressing Hybrid Work through unified leadership support, behaviors, space, and policies.

Stakeholders should ideally include leaders, middle managers and employees. Project team members should include representatives from the following teams:

  • Facilities, and Real Estate
  • Technology
  • Human Resources
  • Change Management
  • Communications

Frequently Asked Questions

Hybrid working is the ability to work effectively from wherever you are, whenever you need to experience your optimal work-life.

The Hybrid Office is a flexible workplace designed to support an organization in realizing their unique hybrid work model. It strives to provide employees with an equal experience in terms of technology, company culture, and connectivity - should they choose to work remotely or in the office. It should ideally encompass a good variety of work settings - meeting rooms, collaboration spaces, and desks with relevant technology incorporated.

Organizations should also pay attention to incorporating policies and initiatives to support new behaviors and ensure employees remain connected to coworkers and the organization.

It begins with gaining a deep understanding of your organization's business direction, emerging workstyles and team dynamics. Through engaging with key stakeholders - leaders, middle managers and employees - you will have enough insight and data to define a clear vision for your organization's Hybrid Office.
To assist in your journey, we've conceptualized four typical office types to help kick-start conversations. Find out more here

As with all work models, Hybrid Work too comes with its fair share of challenges. With only a certain percentage of teams in the office at any point of time, organizations have experienced inefficient communication, digital friction, compromised connectedness and cohesion between co-workers. These organizations find themselves having to take deliberate steps to overcome these challenges. This includes adopting a multi-faceted approach addressing Hybrid Work through unified leadership support, behaviors, space, and policies.
Stakeholders should ideally include leaders, middle managers and employees. Project team members should include representatives from the following teams:
  • Facilities, and Real Estate
  • Technology
  • Change Management
  • Communications

Book your consultation today

This field is for validation purposes and should be left unchanged.