Next Gen Workplace

Kay Sargent, ASID, IIDA, CID, LEED AP, MCR.w , WELL AP

Senior Principal, Director of WorkPlaceAmy McPherson, ASID, EDAC

Interior Designer

The world is changing

Technology Advances

Drive for Sustainability

Economic Pressures

Urbanization

Demographic shift

Need for WELL-being

Political changes

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Keeping pace with the speed of change

Building Revitalization every 40 years

Workplace Change every 10 years

Workforce Transition every 5 years

Business Change every 3 years

Technology Change every 6 months

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Stephen M. Shapiro

“When the pace of change outside your organization is greater than the pace of change within, you will be eaten.”

80%of businesses will not exist in 10 years.

John ChambersCisco, Digitization

52%Of 2000’s Fortune 500 firms are no longer listed.

The average life expectancy of a company from birth to death is

7.3 years

What are we focusing on?

technology

reducing real estate cost

globalization

sustainability

People costs are 5-

10 times the cost

of facilities

PeoplePropertyTechnology

People are the chief currency of business success.

80%

What will the workplace of the future look like?

What will the worker of the

future look like?

Who are WE?

• More women than men are

graduating from colleges

• Aging population

• Four generations in workplace

• 30% self employed and rising

• Most educated generation

• Majority of minorities

• Retirement age up to 67

• 150 year old person alive

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Workforce ProjectionsResident population growth is declining

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Workforce ProjectionsImmigrants could be a bigger part of the population and the workforce.

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Workforce ProjectionsMany economists expect the labor force participation rate to keep falling

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Sheryl SandbergBetty Draper

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The Reality is…

4.6%

45%

19.2%25.1%

36.8%

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Men

$55K Annual salary

$1.00

72 year life span

Risk taker

Confident

Less stressed

6,300 word per day

Directives

Interruptions drops IQ 15 pts

Majority of leadership

Women

$33K Annual salary

$.67 - $.77

79 year life span

Risk adverse

Question

More Stressed

22,000 word per day

Consensus builders

Interruptions drops IQ 5 pts

Glass ceiling – Gray ceiling

The Reality is…

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Madeleine Albright

“There’s a special place in hell

for women who don’t help other

women.”

Generationally speaking…

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Traditionalist

1925-1945WWIIGI GenerationSilent GenerationDuty FirstLive to workBy the bookLoyal Faith in InstitutionMove to the Suburbs

Baby Boomers1946-1964Vietnam WarGet it DoneLive to WorkCompetitiveConsumersThey are what they doCivil & Woman’s RightsPersonal Computers

Gen X1965-1980Gulf WarEntrepreneurialWork / life balanceLatchkey generationQuestion authoritySelf reliantWhat’s in it for me?Internet/Mobile Phones

Millennials1980-20009/11 AttacksWork to deadlinesTechnology rulesConnected 24/7Global Network What are you doing for me?Team orientedGoogle/Facebook

Generations

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GenerationsTraditionalist Baby Boomer Gen X Millennials

Generations

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Millennials

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Millennials

Millennials

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MillennialsMillennials

$27K

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Millennials

38%

Millennials

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Legacy

Can’t judge a generation by a snapshot in time.Judge by their legacy, which is yet to be written.

Legacy

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Welcome the Children of the Gen Xers

Generational Shifts

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Traditionalist

1925-1945WWIIGI GenerationSilent GenerationDuty FirstLive to workBy the bookLoyal Faith in InstitutionMove to the Suburbs

Baby Boomers1946-1964Vietnam WarGet it DoneLive to WorkCompetitiveConsumersThey are what they doCivil & Woman’s RightsPersonal Computers

Gen X1965-1980Gulf WarEntrepreneurialWork / life balanceLatchkey generationQuestion authoritySelf reliantWhat’s in it for me?Internet/Mobile Phones

Millennials1980-20009/11 AttacksWork to deadlinesTechnology rulesConnected 24/7Global Network What are you doing for me?Team orientedGoogle/Facebook

Gen Z2000-2020Militant ExtremistOptimisticGenuine ExperienceHigh ExpectationsSocial NetworkMulti-modalEmbedded TechApps

Welcome the Gen Zs

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Kids in Parents Pockets Eroding RetirementPeter Pan Syndrome

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Gen X parents seek relief from chaos and stability

Workplace Traits

• Multi-taskers

• Blend personal and professional personas

• Seek openness, transparency

• Homey feeling

• Seek clarity, avoid ambiguity

• Value stability, order and predictability

• EQ challenged

• Easily distracted

• Stronger work ethic than millennials

• Require more guidance as they transition to adulthood

Appealing to Gen Z

What’s impacting work today?

70%

What % of the US workforce is

disengaged?

http://hbr.org/web/2013/11/workplace-engagement-around-the-world?goback=%2Egde_995017_member_5803493888773599233#%21

http://hbr.org/web/2013/11/workplace-engagement-around-the-world?goback=%2Egde_995017_member_5803493888773599233#%21

GALLUP – How Millennials Want to Work and Live - 2016

And it’s not getting better…

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disgruntled, unhealthy,

disengaged,unpowered

happy, healthy,

engaged, empowered

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“The brain is a wonderful organ – it starts working the moment you get up and doesn’t stop until you get to the office.”

Robert Frost

2005

2013

The world around us has changed

Stress, the “health epidemic of the 21st century*,” is costing U.S. businesses up to $300 billion / year

Technostress = the need to be connected 24/7

* According to the World Health Organization

Hierarchy of Needs

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Well-being is about more than physical health

Social

FinancialCommunity

Physical

Emotional

Career

OBESITYWELLBEING

DIABETESPHYSICAL INACTIVITY

1st Quintile2nd Quintile3rd Quintile4th Quintile5th Quintile

Source: 2010 Gallup-Healthways WBI Community Data and CDC, 2007-2009

Darker shades = Higher Prevalence

Darker shades = Higher PrevalenceDarker shades = Higher Prevalence

1985 – Obesity trends among U.S. Adults

10-14%

<10%

No data

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

10-14%

<10%

No data

1986

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

10-14%

<10%

No data

1987

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

10-14%

<10%

No data

1988

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

10-14%

<10%

No data

1989

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1990

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1991

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1992

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1993

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1994

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1995

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

15-19%

10-14%

<10%

No data

1996

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

20-24%

15-19%

10-14%

<10%

No data

1997

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

20-24%

15-19%

10-14%

<10%

No data

1998

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

20-24%

15-19%

10-14%

<10%

No data

1999

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

20-24%

15-19%

10-14%

<10%

No data

2000

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

25-29%

20-24%

15-19%

10-14%

<10%

No data

2001

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

25-29%

20-24%

15-19%

10-14%

<10%

No data

2002

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

25-29%

20-24%

15-19%

10-14%

<10%

No data

2003

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

25-29%

20-24%

15-19%

10-14%

<10%

No data

2004

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2005

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2006

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2007

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2008

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2009

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2010

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2011

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

2012

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

2013

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

> 35%

2014

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

> 35%

2015

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

> 35%

2016

(*BMI ≥30, or ~ 30 lbs overweight for 5’ 4” woman)

30-35%

25-29%

20-24%

15-19%

10-14%

<10%

No data

> 35%

Sitting is killing us.

Active learning

After sitting quietly After 20 minute walk

Scan courtesy of Dr. Chuck Hillman, University of Illinois

The most flexible part of any space isn’t the furniture or the walls – it’s the people.

What is the workplace of the future?

Gen Z and Aging Gen Xers will have similar workplace needs, but for different reasons:

GEN X: Aging eyes, need for more

contrast and higher lighting level

GEN Z: Need less chaos, less visual

confusion, simplicity

Less visual clutter

Easy navigation

Reduce stress

Visual connection

Encourage movement

Provides options and choice

Workplace of the Future

Monotonous regularity of the past or the complex layouts of today will not do.

Workplace for Gen Zs

One Size Misfits AllBenchmarking is the best way to get to average.

Who are we?

“Three things are hard: diamonds, steel and to know thyself.”Benjamin Franklin

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“We are no longer designing environments. We are designing the experience.”

User Experience (UX)

encompasses all aspects of

the end-user’s perceptions as

they interact with a

workplace solution or service.

56% of respondents say that traditional “Brick and Mortar”

offerings are no longer sufficient.

UX

Design the Experience

sensory experienceLIGHTSamsungSeoul, Korea

TEXTUREOpenTextLondon, United Kingdom

SHAPEOpenTextLondon, United Kingdom

COLORFedEx OfficePlano, Texas

LINEThe Francis Crick InstituteLondon, United Kingdom

FORMThe Francis Crick InstituteLondon, United Kingdom

VALUERogers SharespaceToronto, Canada

SPACEAmerenSt. Louis, Missouri

ELEMENTS OF DESIGN

PATTERNDiary Farmers AssociationKansas City, Kansas

ELEMENTS OF DESIGN

sensory experience

CONTRASTOpenTextLondon, United Kingdom

RHYTHMThe Francis Crick InstituteLondon, United Kingdom

MOVEMENTBBC WorldwideLondon, United Kingdom

VARIETYLinkedinLos Angeles, CA

UNITYBeachbodyLos Angeles, CA

EMPHASISPolsinelliKansas City, MO

HARMONYDengsu AegisLos Angeles, CA

PRINCIPLES OF DESIGN

BALANCEBeachbodyLos Angeles, CA

PROPORTIONJ Walter ThompsonNew York, NY

3rd layer

We need to add multi-sensory experience to create a more holistic experience.

SENSORYCloudscape

SIGHT

MULTI-SENSORY

ORIENTATIONExtrovertStudy

TOUCHOLFACTORY

INTERACTIONRain Room Exhibit

SOUND

TACTILE

TASTEDiary Farmers of America

The key is being able to blend them all together to create a variety of rich experiences AND a holistic sense of place.

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Experiential Design

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Bold graphics and inviting seating

establish the brand and create a sense of

welcome

SENSE OF PLACE

OGILVY

A variety of options in workspaces allows

employees to choose how they want to work and gives them a sense

of empowerment

PROVIDE OPTIONS

Providing quiet spaces for heads down work reduces stress and

supports focus

REDUCE STRESS

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OGILVY

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POLSINELLI

Outdoor spaces provide a

refreshing environment for

group gatherings or quiet reflection

INDOORS OUT

Transforming the access doors to the conference center into art panels blends function and

artistry.

DELIGHT

People feel and perform better when they have

access to natural daylight and views

to the outside.

BRIGHT VIEWS

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POLSINELLI

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MILLENIUM CHALLENGE CORP

Creating a focal point of stairs and locating them centrally within

the space encourages physical activity

ACTIVATED

Visual cues reinforce the organization’s

mission and instill a sense of purpose

PURPOSEFUL

COLLABORATE

Providing support for various means of information is

important in creating successful collaboration areas

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MILLENIUM CHALLENGE CORP

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OPENTEXT

Seamless integration of

technology and intuitive

connectivity is an essential element in

workspace today.

IT IMMERSION

REFOCUS

Designing a variety of spaces that

allow us to get to deep meaningful thought and be

able to contemplate allows

us to refocus on focus.

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OPENTEXT

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BOOZ ALLEN HAMILTON

AUTHENTIC

Integration of biophilic elements, raw materials, and

a connection to nature refreshes our human spirit.

VISUAL CONNECTION

Providing views within spaces creates a more expansive, connected

feeling, while still allowing for auditory

privacyEXPERIENCE RICH

Thoughtfully designed spaces create

experientially rich environments within a

lean footprint

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BOOZ ALLEN HAMILTON

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TEACH FOR AMERICA

Having the ability to be seen as an individual builds personal worth,

identity and connects with

others.

PERSONALIZE

Blending organizational

identity into communal space

reinforces purpose.

PURPOSE

Creating spaces that cater to the needs of users

enhances ease and satisfaction.

SERVICE

The ability to share your thoughts and ideas with others builds community and pride in place.

EXPRESSION

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TEACH FOR AMERICA

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CARMAX

INTERCONNECTED

Open, varied work areas allow for easy

collaboration and help foster a sense of

community

Casual areas for relaxation and

conversation give an opportunity to

recharge

RESPITE

DIGITAL CONNECTIVITY

Virtual meetings and informal

presentations can happen on the fly

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CARMAX

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MERCEDES BENZ STADIUMMercedes-Benz Stadium….video Preview

http://www.youtube.com/watch?v=6ZriJc0Wwag

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As space becomes more about curated

experiences and service, introducing elements of

retail creates a new space fusion.

RETAIL

Light, sound, touch, taste and olfactory are all

elements that can be used to enhance

an experience.

MULTI-SENSORY Transforming a

‘flat’ experience into a multi-

layered, multi-sensory experience

adds delight, beauty and

intrigue.

EXPERIENCE

MERCEDES BENZ STADIUM

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MERCEDES BENZ STADIUM

We are no longer just designing environments –we are designing the experience.

Work HOW

Work PLACE

• Focus on people• Create communities• Improve well-being• Balance• Choice• Intelligent technology

“Good design adds value faster than it adds cost.”Thomas C. Gale, Chrysler’s most influential and prolific designer

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Discussion

Kay Sargent, IIDA, ASID, CID, LEED AP, MCR.w, WELL AP

HOK

Senior Principal, Director of WorkPlacekay.sargent@hok.com

Amy McPherson, ASID, EDAC

HOK

Interior Designeramy.mcpherson@hok.com