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Warszawa_fot. Walter Herz

14/07/2022 Comments (0) Views: 438 Central Europe, Home, Office, Warsaw

It’s getting busier and busier in offices

Employers are coming back to offices. Companies are returning to stationary work, although it is not so easy for people to go back behind their desks

The changes that we can observe on the market indicate that business is returning to work in traditional offices. Some employers decided to return to the standard form of work, at least to a limited extent, back in the spring. Many companies are now implementing this process. And those who haven’t left the home office yet have a roadmap drawn up for the transition to offices and intend to roll it out in the upcoming weeks and months. Few entities are thinking about maintaining remote work. They are dominated by companies from the broadly understood new technology sector – informs Mateusz Strzelecki, Head of Tenant Representation / Partner at Walter Herz. – The way in which the changes are introduced deserves attention. In general, they are applied gradually, after consulting the teams, who have the biggest influence on the pace and mode of their introduction – adds Mateusz Strzelecki.

Employers assume that the gradual limitation of remote work is the best course of action for the company. Isolation is not conducive to the integration of people, it does not create space for developing creative solutions and exchanging experiences. Global trends related to the spread of remote work, made it possible to verify the effectiveness of such a work system and redefine team cooperation. It is already known that this is not an optimal style of work, especially for companies where development is based on the exchange of ideas in teams. It hinders sharing of knowledge and building relationships as well as organizational culture, which are fundamental to business – says Magdalena Zagrodnik, Head of HR & Business Partner at Walter Herz.

The employer’s intuition is what counts

Magdalena Zagrodnik notes that employers today face a considerable challenge. They have to combine business needs regarding working in the office with the expectations of the employees who generally do not want to return to the fully stationary model. Quite a lot of individuals still prefer to use flexible forms of work. The introduction of a hybrid system requires a lot of finesse from companies.

Employers have a difficult task. It is connected with the fact that the perception of people has changed significantly. They became more independent, aware of the balance between work and private life. They have developed flexibility, but also the ability to clearly define their expectations. This means that any attempts to forcefully impose a change in the organization of work may now backfire. Most of the candidates declare that they are more likely to find employment in a company that allows any choice of work mode. Therefore, a skilful way of managing the change process, increasing the comfort of working in the office and showing employees the benefits of face-to-face teamwork can have a positive impact on them and encourage them to return to their offices – says Magda Zagrodnik.

At home in the office

After over two years, employees got used to working from home and getting them out of their comfort zone is another shock for some, similar to the one they experienced at the beginning of the pandemic. For many people, returning to offices is a huge change, therefore it is worth encouraging them, as opposed to forcing them to do so. Our clients and companies that have successfully completed the process of returning to their offices have prepared for it. They adapted their office spaces to new needs, invested in HR, motivational and support activities. They created comfortable working conditions that employees do not have at home – adds Magda Zagrodnik.

Magda Zagrodnik believes that home office makes it difficult to balance work and private life. Above all, however, it inhibits personal development of employees, rapid exchange of information, establishing relationships between people, blocks the integration cycle in the company, as well as connection to the brand, and increases turnover.

Looking at the inquiries and lease transactions concluded recently, we can see that even entities from the IT sector are starting to return to their offices. Their employees also need support and motivation, as well as reinforcement of the sense of belonging to the team, which the hybrid gives them. Our clients prepare extensive benefit packages to promote stationary work – informs Mateusz Strzelecki.

Companies nowadays focus on cozy, homey interiors, quality of equipment, modern technologies and greenery. They introduce HR projects for integration, in order to create a nice family atmosphere. Functional zones are created in the offices. There is more space to work in silence, which was missing in the bustling open spaces. Employers invest in modern technologies so that the team can comfortably conduct video conversations with clients or employees from other departments. They also create extensive kitchen and event areas, as well as leisure zones, where one can relax using for example massage chairs, hammocks, treadmills and stationary bikes.

About Walter Herz

Walter Herz company is a leading Polish entity operating in the commercial real estate sector across the country. For ten years, the company has provided comprehensive and strategic investment consulting services for tenants, investors, and real estate owners across the country. Walter Herz experts assist investors, property owners, and tenants. They provide full service to companies from the private and public sectors.

Walter Herz advisors support clients in finding and leasing space and provide consulting in implementing investment projects in the warehouse, office, retail, and hotel sectors.

The company is based in Warsaw and runs regional branches in Cracow and Łódź. Walter Herz has created the Tenant Academy, the first project in Poland, which supports and educates commercial tenants from all over Poland by organizing specialized training meetings. To ensure the highest ethical level of services provided, the agency introduced the Code of Good Practice. 

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