NEW GENERATION WORKPLACE CHOICE URBAN VS SUBURBAN
4 FACTORS OF EMPLOYEE SATISFACTION LOCATION ENVIRONMENT COMPENSATION CULTURE
2 FINAL PEOPLELENS LENS
ENVIRONMENT OVER LOCATION 1. ANY LOCATION HAS POTENTIAL TO FOSTER COMMUNITY & CULTURE 2. MOBILE WORK STYLES ALLOW THE WORK EXPERIENCE TO EXTEND BEYOND THE OFFICE BUILDING FINAL LENS 4 PEOPLE LENS
72%
70%
89%
OF MILLEN NIALS MADE COMPROMI SE S TO G ET IN TO WORK . TOP COMPROMISE S WER E AROU ND LOC AT ION AN D FEWER B ENEFITS.
OF MILLEN NIALS WOU L D CHOOSE EMPLOYER S WHOSE COR POR ATE SOCI A L R E SPONSIB ILIT Y VALU E S M ATC H THE I R OWN
OF COMPAN IE S W ILL B E OFFER ING MO BILE WOR K ST YL E S BY 2020
THE OPEN OFFICE PLAN ISNT A LWAYS T H E A N S W E R Innovation leading company’s workers accomplish 76% of their work at individual workspaces. Furhtermore, the demand for private, quiet workspaces is at an all time high. PRIVATE SPACES
SF/PERSON
W O R K E R S N E E D L E S S TOTA L S PAC E
In 1900’s the open office plan was popularized to enable better sharing of expensive technology. Since 2010 the average square foot per individual worker has decreased from 225 to sf/person to 100 sf/person.
DEDICATED PRIVATE/PUBLIC SPACES PROVIDE WORK TYPE The same innovation leading company’s workers achieve 24% of thier work in dedicated collaborative spaces. The ability to chose enables productivity boosting work areas.
COLLAB. SPACES
CHOICE OF PLACE
F L E X I B I L I T Y F O S T E R S CO M F O RT Workplace furniture companies have sold more office furniture that was customizable by the user, since 2010. (specifically sit stand desks, modular workspaces, and highly adjustable seating)
ELEMENTS OF ENVIRONMENT
5
URBAN & SUBURBAN HAVE INHERENT CHARACTERISTICS
Urban
Environment
Suburban
$
Culture
UNDERSTAND THE BENEFITS OF EACH... LENS 6 FINAL PEOPLE LENS 6
AMENITIES IMPROVE UPON SPECIFICS OF LOCATION 8 FINAL PEOPLELENS LENS
KNOW WHAT TO BRING TO THE TABLE 9
TO P 1 0 R E S E A RC H TA K E AWAYS 1 . M I L L E N I A LS PREFER THE S U B U R B S..
M I L L E N I A L LO C AT I O N PREFERENCE FOR NEXT HOME
4 8 % SUBURBAN 3 8 % URBAN 1 4 % RU R A L
While mil lennials are por trayed as quintesse ntial city-dwel lers, the larger par t of the coh o r t pre fer the subur bs for the loc ation of their nex t home, not unlike other generations. 1 What they c are most about is the affordabi l i t y of housing and quality of community. 2
2 . ... B U T A R E M OV I N G L AT E R 2 9 . 5 y/o
2 6 . 4 y/o
1975
2010
As mil lennials st ar t families, they wil l head fo r the subur bs. However, mil lennials are pushing for ward the age of moving to subur bs; t h e average age of mother hood has increased fr o m 26.4 in 1975 to 29.5 in 2010. 3 The probabili t y of living in the city declines as children g e t older. 4
100%
3 . CO M MU T I N G HASN’ T CHANGED
ILLINOIS OR USA, DRIVING OR CARPOOLING TO WORK, AGE 18 TO 34
80%
60%
40%
20%
0
1980
IL
1990
2000
2009-2013
The overal l pre ference for commuting to wo r k by c ar hasn’ t changed since 1980. In Il linois , nearly 80% of people are commuting to wor k by c ar. A similar st atistic is true for Chic ago, at nearly 70%. 5 Is close proximity to public transpor t ation real ly as impor t ant as we th i n k?
USA
4. G R A D UAT I N G F RO M T H E SUBURBS Where are the educ ated coming from? 80% of mil lennial high school graduates attende d s ubur ban high sc hools and 83% of mil lennial col lege graduates st ar ted in subur ban hig h s c hools. 6
80 %
70% A
B
5. P E O P L E L I V E WHERE THEY WERE RAISED 70% of Americ an adults pre fer a lifestyle th at is close to that in which they were raised. T h e Midwest is the most rooted region: 46% of adult residents there s ay they have spent th e i r entire life in one community. 7
6 . M OV I N G TO U R B A N ? 42 firms moved from the subur bs to Chic ag o In the past 8 years. If you’d like your office t o expand fast , the subur bs might be the bette r option w ith the av ailability of spac e. Howev er, if you are tr ying to conver t to a fast-pac e d company, need a t alent pool from the s ame o r similar industr y, or require a branch office t h at c an wor k closely with clients, being in ur ba n context is a good option. It may also be the c ase that your firm profile is better for what an ur ban environment provides. There is als o a trend tow ards splitting exec utive and ope r at ional headquar ters.
10
A LOT
9
1
A LITTLE
7 . F I R M VA LU E S It’s impor t ant for your wor kplace to indic ate your firm’s value. According to our sur vey, 91.9% of respondents indic ated that they b el i eve in their employer ’s v alue. 8 A good w or kplace design re flec ts your firm’s culture. If yo u b elieve you are the leader of the industr y, convey this information through wor kplace des i g n .
7
8 . CO M P RO M I S I N G MONEY Motivation is the key to employees. Compa re d to s alar y, people c are more about the feel of achievement . 37% of Americ an wor kers wou l d compromise to accept their current job, t ak i n g a lower s alar y than expec ted, while 17% c an w o r k outside their pre ferred job role. 9
72%
9. LO C AT I O N ISN’ T E V E RY T H I N G Wor kplace loc ation isn’ t ever y thing. 72% of mil lennials made compromises to get to wo r k . Top compromises were around loc ation and fewer bene f it s. 10 Commute time is not sho r tened depending on loc ation change. Afforda b l e housing is available across multiple loc atio n s . The more accessible the office loc ation is, t h e wider the range of choices people could have for affordable housing.
10. E N V I RO N M E N T OV E R LO C AT I O N Overal l, be strategic in the direc tion your f i r m wil l t ake. Look at the big pic ture and projec t long term goals. While things like loc ation a n d pay may be compromised, other fac tors suc h a s culture and value should not be. Most of al l i t is impor t ant to design a wel l-balanced offic e that c an accommodate a variety of wor king spaces and amenities with a healthy mixture of independent foc us w or kspac es, areas that pr ov ide greater col laboration oppor tunities (v i rtual and face-to-face) and an environment t h at promotes employee soc ialization. 11 SOURCE S 1. Demand Institute. 2013 Demand Institute Housing & Community Survey. 2. America in 2015: A ULI Survey of Views on Housing, Transportation and Community. Urban Land Institute. 3. Lachman, M.L and Deborah L. Brett. “Generation Y and Housing - What they want and where they want it.” Urban Land Institute. 2015. 4. 2007-11 American Community Survey 5. US Census Explorer: Commute Edition 6. Calculated from average US drop out rates 1995-2015 for high school, taking into account % of families above and below poverty line for college graduation rates using the following sources:
6 a) Swanson, C. B. Cities in Crisis 2009 : Closing the Graduation Gap. Bethesda, MD: Editorial Projects in Education Research Center. 6 b) National Center for Education Statistics. Retrieved August 12, 2015. http://nces.ed.gov/ 6 c) United States Census Bureau. Census data 2000, 2010. 7.Taylor, Paul, Rich Morin, D’Vera Cohn, and Wendy Wang. “American Mobility: Who Moves? Who Stays Put? Where’s Home?” Pew Research Center, 2008. 8.Gensler NorthCentral Interns 2015. “Industry Survey.” 9. Gensler NorthCentral Interns 2015. “Industry Survey.” 10. CBRE. “CBRE Global Research Gateway.” 2015. 11. CBRE. Designing the office of the future-Global Research and Consulting Report. 2014
INDUSTRY
DIVIDE & CONQUER I N D US T RY I S B I G We a p p r o a c hed our lens as the c ategorization of b u s i n e s s , trade, and modern employment . By s t a r t i n g w i t h the large simple classific ations and d e l v i n g d e e p er into more specialized subsets, we we re b e t ter able to underst and industr y as a w ho l e . T H E B R E A K D OW N I n d us t r y c an i ni ti al l y be di v i ded i nt o t wo sector s : p r ov i d e rs of g oods and prov i der s of serv i c e s . Fr o m there, each one c an be divided ag a i n . “ G o o d s” di v i des i nto pri mar y a nd se conda r y p r ov i d e r s, and “Ser vices” divides into ter tiar y a n d qu a r te n ar y providers. Pr i m a r y : E x trac ti on/produc ti on of r a w mater ia ls S e co n d a r y : Conversion of raw materials into g o od s . Te r t i a r y : Pr ov i de S er v i c es Qua r te r n a r y : Hi g h tec hnol og y/res e a rch
15
15
15
15
O N E S T E P F U RT H E R O u r fo u r s te p filtration process enabled us t o co m b i n e and inter face our, Gensler ’s, 2015 Ce n s u s , A m e ric an Job Center, and U.S. Bureau of L ab o r S t at i s ti c dat a. 15
2 INDUSTRY LENS
INDUSTRY & TALENT W h at d o e s t alent mean in terms of industr y? For inst ance, a t alented m e d i c a l re s earcher does not necess arily posess the s ame “ t alents� as a t a l e n te d rea l -e s t ate age nt . TA L E N T - N atur al / i ntui ti ve apti tude ( ar t , sc ience, hist or y, etc . . .) - Fa c t o r s i n t o industr y specific buckets, but not always field of wor k. -S et a m o unt , d o es n o t c h a n g e, b u t g re at l y i nfl ue nce s pote nt i a l . I N T E R N A L M OT I VAT I O N -T he re se r voir of mi dni g ht oi l , ones p a s s i o n - I s e n t i re l y i nternal, a belie f in a c ause, company, projec t , co-wor ker, or s e l f. - I n h i g h d e m and mar kets like tech st ar tups, this is the most impor t ant fa c t o r i n re tention, Trumping pay, bene fits, tenure, etc . . E X T E R N A L M OT I VAT I O N -T he day to day moti vator - Rew a r d of s ome ki nd, money, w or kpla ce mobilit y, bonus etc . . . SKILL -T h e p r o d u c t of wor king hard and turning a t alent into more t angible abilities. - H a r d o r s of t abi l i ti es, most c an be qua nt ified. - E ar ne d t hr o ug h hard w or k, educ ation, a nd fa ilure. P OT E N T I A L O U T P U T - I n d us t r y b ucket spec i f i c , i n terms of our t a sk. - N o t n e c e s s a rily a guarantee, more of a heat map for success. (In regard to c ur re nt j ob/f i el d of w or k)
10 INDUSTRY LENS
The s e fo u r fac to rs c an b e ro u g h ly com pute d. Ta l e nt + (inte rna l m ot i vat i on x external motivation) = Skil l S k i l l + ( i n te rna l m ot ivat ion x external motiv ation) = Output
T = 1-10 EM = 1-10 I M = 1-10 S = R
200
150
100
50
0 I.M. E.M. TALENT SKILL OUTPUT
1 10 10 10 110 210
C l a ss Syste m:
2 10 10 5 105 205
3 5 10 10 60 110
4 10 5 10 60 110
10/10’s=Mountain Mover
5 5 10 5 60 110
6 10 5 5 55 105
7 5 5 5 30 55
8 5 5 1 26 51
5/10’s=Very Average Joe
9 1 5 5 10 15
10 5 1 5 10 15
11 1 1 1 2 3
1/10’s=Plankton
11
A lot: 10
WORK PLACE SURVEY A w o r k p l ace sur vey was conduc ted by ma ny of G e ns l e r ’s e m pl oye e s a nd emp l oye e s at other companies. These are t h e re s u l t s .
9 10- A LOT 10 9
0.25 0.2 0.15 0.1 0.05 0
A li le
1-A LITTLE
8
7
4 6
5
Chart Title
How o en do you think about your… 0.3 BELIEVE AIN A lot: 10PEOPLE li le 0.25 EMPLOYER’S VALUE 0.2 0.15 9 0.1 0.05 10- A LOT 1-A LITTLE 0 8
91.9%
7
4
8
6 Chart Title 5 How free are you to work where and… 0.14 A lot: 10 A li 0.12 0.1 0.08 9 0.06 PEOPLE THINK 0.04 ABOUT WORK WHEN 0.02THEY ARE 0 NOT AT WORK 8
75.1%
10- A LOT
W H E R E D O T H E Y CO M E F RO M? Pr ofe s s i o n a l S e r vi ce He a l t h c a re Other Ed u c at i o n S e r vi ce FIRE A d m i n i s t r at ion Tran spo r t at ion a nd Wa rehousing S e l f- Emp l oye d 12 INDUSTRY INDUSTRYLENS LENS
1-A LITTLE
7 6
5
Chart Title 8
DIFFERENT
3
VOICE ABOUT CURRENT WORK FLEXIBILITY
10- A LOT
1-A LITTLE
Personal gain
Other
Betterment of World
Have fun 8
Leave your mark
Invest in the future 7 Early retirement
79.4 % PEOPLE WERE
ASKED FOR HELP DURING WORK
Provide your family
MOTIVATION OF
WORK- BETTERMENT OF WORLD & FOR FAMILY & HAVE FUN! Detail Oriented
Other 10- A LOT
1-A LITTLE Personable
Creative
Open minded
Autonomous
Marketable
Team player
Multi-displinary
Proactive Educated
5
GOOD DAY IS WHEN
Ambitious Experienced
YOU HAVE BOTH A LOT DONE AND A LOT LEARNED
10- A LOT
1-A LITTLE
P E O P L E L I K E TO H I R E P E O P L E W H O ARE:
D E TA I L O R I E N T E D A T E A M P L AY E R L I K E
T H E M S LV E S , B U T D O N ’ T H AV E TO B E C R E AT I V E , P E R S O N A B L E A N D A M B I T I O US L I K E T H E Y D O.
8
7
FREEDOM
TO EXPERIMENT WITH NEW IDEAS
13
PEOPLE
PEOPLE LOOKING AT GENERATIONS ANALYZING COMMUNITIES FORECASTING THE FUTURE
2 PEOPLE LENS
C
GENERATIONS
CHARACTERISTICS
W h o a re t h e Baby B oome rs? B a by b o o m e rs are pe opl e born during t he demogr a phic post– Wo rl d Wa r I I baby boom bet ween t he ye a r s 1946 a nd 1964. W h o is G e n e r ati on X ? G e n e r at i o n X, commonly abbreviated to Gen X, is the g e n e r at i o n b orn after the Western Post–World War II baby b o o m . Th e y a re born be t we e n 1964 -1980. W h o a re t h e Mi l l e nni al s? Fo l l o w i n g G e n X , the y are both be t ween 1980-1995.
POPULAT IO N BY GENERATION
1964
GEN Z
1980
1997
2015
INCOME PRO DUCING A SSETS BY GEN ER AT ION
20.0
40.0
90.0
100.0
60.0
70.0
4 PEOPLE LENS
16.8
26.2
20.5 50.0
80.0
90.0
100.0
0.0
10.0
20.0
30.0
0.0
10.0
20.0
40.0
50.0
60.0
70.0
80.0
90.0
100.0
$50 - 74.9K
40.0
50.0
60.0
70.0
80.0
90.0
100.0
0.0
10.0
20.0
30.0
0.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
8.7 14.8
32.0
25.3
21.9
7.5 13.4
38.5
24.9
17.9 30.0
100.0
$25 - 49.9K
40.0
50.0
60.0
70.0
80.0
90.0
100.0
0.0
10.0
20.0
30.0
0.0
10.0
20.0
30.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
100.0
<$25K
40.0
50.0
60.0
70.0
90.0
80.0
100.0
0.0
10.0
20.9
80.0
23.9
70.0
20.3
60.0
20.6
50.0
8.3 10.5
38.4
24.4 40.0
22.5
30.0
$75 - 99.9K
22.6 30.0
20.0
21.0
10.0
10.0
$250 - 499.9K
15.6
0.0
18.4
12.4
$100 - 249.9K
0.0
16.7
9.8 10.7 100.0
21.0
90.0
16.5
80.0
21.2
70.0
21.3
60.0
20.0
50.0
41.2
19.5
40.0
$500 - 749.9K
$750K - <1 MILLION
22.5
30.0
18.8
20.0
22.1
10.0
$1 MILLION - <2 MILLION
19.8
0.0
12.9 11.8
14.7
$2 MILLION +
Source: Nielsen Pop Facts, 2013
30.0
1946
MILLENNIALS
40.0
50.0
60.0
70.0
80.0
17.5
1901
GEN X
16%
24.0
BOOMERS
24%
15.7
GREATEST/SILENT
24%
22.0
24%
22.5
12%
Source: Nielsen Pop Facts, 2013
90.0
100.0
CH AR A CT ER I STI C S INFLUENCERS
ENERGY CRISIS WATERGATE INCREASED DIVORCE RATE Y2K
DIGITAL MEDIA TERRORIST ATTACKS CHILD FOCUSED WORLD AIDS SCHOOL SHOOTINGS
ANTI-WORLD ANTI-GOVERNMENT EQUAL RIGHTS PERSONAL GRATIFICATION TEAM ORIENTED EXTREMELY LOYAL
ENTREPRENEURIAL HIGHLY EDUCATED INDEPENDENT CYNICAL TECHNO LITERACY
CONFIDENCE HIGH MORALS AVID CONSUMERS HIGHLY TOLERANT STREET SMARTS
AMBITIOUS COMPETENT COMPETITIVE ETHICAL OPTIMISTIC
ADAPTABLE CONFIDENT FLEXIBLE INDEPENDENT PRAGMATIC
OPTIMISTIC LOYAL CONFIDENT SELF-ABSORBED SOCIABLE
DISINTEGRATING MOMâ&#x20AC;&#x2122;S STAY HOME CHILDREN ARE SEEN AS SPECIAL
LATCH-KEY KIDS DUAL INCOME FAMILIES FIRST DAY CARE GENERATION
MERGE FAMILIES CODDLED KIDS
DRIVEN WORKAHOLIC QUALITY
BALANCE SELF-RELIANT SKEPTICAL
AMBITIOUS TENACITY ENTREPRENEURIAL
AMBITION COLLABORATION EQUALITY PERSONAL GROWTH
OUTPUT FOCUS OUTCOME ORIENTED PREFER DIVERSITY AND TECHNOLOGY
TOLERANT GOAL ORIENTED STABILITY
WORK ENVIRONMENT
MONEY
WORK VALUES
WORK ETHIC
CIVIL RIGHTS VIETNAM WAR SPACE TRAVEL COLD WAR SEXUAL REVOLUTION
CORE VALUES
MILLENNIALS
ATTRIBUTES
GEN X
FAMILY
BABY BOOMERS
BUY NOW PAY LATER
DEMOCRATIC HUMANE EQUAL OPPORTUNITY
CAUTIOUS AND CONSERVATIVE
FUNCTIONAL EFFICIENT INFORMAL
EARN TO SPEND
POSITIVE DIVERSE COLLABORATIVE
5
CREATING COMMUNITIES
HOW GENERATIONS LIVE TOGETHER
T h e fo u r te e n groups enc apsulate the population of t h e US into communities with similar d e m o g r a p h i c s and socioeconomic backgrounds. T h e s e l i fe m o des provide impor t ant insight into h o w a p e r s o n behaves or what they are looking fo r, s u c h a s spe ndi ng habi ts.
1
2
4
5
6
9 US AVG. NE T WORTH 8 5 K
3
1
2
3
7
4
5
8
10
11 12 13 14
6 US AVG. INCOM E LINE 5 3 K 7
6 PEOPLE LENS
8
9
10
11 12 13 14
1
AFFLUENT ESTATES
2
professional
4
3
FAMILY ORIENTED
5
GEN X URBAN
6
professional
ETHNIC ENCLAVES
8
INDIVIDUALS
professional
professional
professional
7
UPSCALE AVENUES
MIDDLE GROUNDS
COUNTRY LIVING
professional
9
professional
SENIOR STYLES
professional
professional
10
RUSTIC OUTPOSTS
11
MIDTOWN SINGLES
12
HOMETOWN
professional professional professional
NEXT WAVE
13
14 SCHOLARS + PATRIOTS
X
GROUP NAME
professional professional
7
GENERATIONS AT AT WORKPLACES WORKPLACES TOP CAREER GOALS
ACHIEVE FINANCIAL SECURITY
START MY OWN BUSINESS
MAKE A POSITIVE IMPACT ON MY ORGANIZATION
AID IN SOLVING SOCIAL + ENVIRONMENTAL ISSUES
WORK WITH A DIVERSE GROUP OF PEOPLE
ATTRIBUTES OF PERFECT BOSS
BECOME A SENIOR LEADER
LETS ME WORK WITHOUT MUCH SUPERVISION
0%
5%
10%
15%
20%
25%
30%
BECOME AN EXPERT IN MY FIELD
DO WORK I AM PASSIONATE ABOUT
WORK FOR AN ORGANIZATION AMONG THE BEST IN MY INDUSTRY
IS INTERESTED IN MY PROFESSIONAL DEVELOPMENT
ASKS FOR MY INPUT
ETHICAL AND FAIR
TRANSPARENT AND READILY SHARES INFORMATION
DEPENDABLE AND CONSISTENT
RECOGNIZES MY ACCOMPLISHMENTS
CLEARLY DEFINES GOALS AND EXPECTATIONS
IS OPEN TO NEW WAYS OF DOING THINGS
IT IS IMPORTANT TO HAVE GROUP CONSENSUS
WORK FACTS
I MAKE BETTER DECISIONS WHEN A VARIETY OF PEOPLE PROVIDE INPUT
THE MOST QUALIFIED TO MAKE DECISIONS
IF A TEAM IS SUCCESSFUL EVERYONE SHOULD BE REWARDED
EMPLOYEES SHOULD BE REWARDED FOR SHARING INFORMATION AND COLLABORATING
MILLENNIALS COMMUNICATE WITH COLLEAGUES AND OR BUSINESS PARTNERS
GEN X BABY BOOMERS
14 PEOPLE LENS
GENERATION SWITCH MILLENNIALS 2036 81.1 MILLION 2015 75.3 MILLION 2050 79.2 MILLION 2014 74.8 MILLION
2. With the increase of Mil lennial inmigratio n , a peak is projec ted for 2036 with a reach to 81.1 m il lion. At that time the oldest Mil lennial wil l be 56 years old and mor t ality wil l out weigh net inmigration. There wil l be 79.2 m il lion Mil lennia ls by 2050. 3. Gen X wil l remain the smal lest generation in bet ween Mil lennials and Boomers. The g ener at ion spa n of G en x ( 16 years) is shor ter t ha n Mil lennia ls ( 17 years ). Mil lennials were born bir th average was 3.9 mil lion annual rate bet ween the 1980s and 1990s, a bit higher than whhen Gen X were bor n (3. 4)
GEN X 2018 65.4 MILLION 2028 64.6 MILLION
BABY BOOMERS 1999 78.8 MILLION
1. Mil lenia l populat ion wil l increa se fr om 74, 8 m il lion. in 2014 t o 75.3 m il lion in 2015, becoming the biggest group.
2014 75.4 MILLION
2050 16.6 MILLION
4. Oldest G en X is now 50 years old and it wil l grow for few more years. Gen X population would pass the Boomers in 2028 w it h 64.6 m il lion on G en X a nd 63.7 m il lion on Boomer s. G en X populat ion wil l be 65.8 mil lion in 2018. 5. Baby boomers are large compared to other g ener at ions. They pea ked at 78.8 m il lion in 19 99. 6. There were 75.4 m il lion Boomers in 2014 . By 2050 t hey wil l be 16.6 m il lion.
15
PLACE
PLACE WE ASSOCIATE THIS TERM WITH OURSELVES AND THE WORLD WE LIVE IN. HOW DO WORKPLACES DEFINE THEMSELVES WITHIN THIS CONTEXT?
2 PLACE LENS
URBAN / SUBURBAN A LOOK AT TYPOLOGIES
SUBURBAN FABRIC Sparse subur ban programming sets a model for col lec tion of land. Most wil l acquire a c ampus and build out internal programs for employees-al lowing them to st ay within the wor k place longer. Other wise, employee s are often forced to travel outside of the wor kplace or c ampus to gain access to t hese a menit ies. 5
URBAN FABRIC Dense ur ban space al lows fo r minimal proximity to loc al amenities. Most businessâ&#x20AC;&#x2122; wil l accommodate for employees being in such clos e parameters. Employees do not have to veer too far from the office to gain access. Du e to lack of space in the wor k place, these programs are ex ter na l ly loc ated.
4 PLACE LENS
MILLENNIALS
WHERE DO THEY WANT TO LIVE?
24%
ABOVE ARE MI LLENNI ALS
46%
CU RRENTLY LI VE I N THE CI T Y
MILLE NNI ALS (1977- 1995)
X G E N E R AT I O N (1965 -1976 )
RURALS
CITY
RURALS
SUBURBAN
B A BY B O O M E R S (1946- 1 9 6 4)
CITY
WA R/ S I L E N T (1925 -1945 ) RURALS
RURALS
CITY
SUBURBAN
SUBURBAN
CITY
SUBURBAN
CURRENT DESIRED
6 PLACE LENS
MILLENNIALS CARE ABOUT HOUSING COST, SAFETY, PROXIMITY TO WORK, AND COMMUNITY CHARACTER The sur vey asked the par ticipants about the most impor t ant feature to identif y their pre ference communities when they are choosing a neighbor hood to live in 5 years. Cost of housing was found to be the most impor t ant consideration (85%). Neighbor hood s afety, proximity to wor k, and community c ha r a c ter a re ot her st r ong t op 5 opt ions. 1000
COS T O F H O US I N G NEIGHBORHOOD SAFETY P ROX I M I T Y TO WO R K
800 CO M M U N I T Y V I S UA L A P P E A L
600 P ROX I M I T Y TO FA M I LY
400
P ROX I M I T Y TO A M E N I T I E S K - 1 2 S C H O O L Q UA L I T Y
PA R K S & R E C R E AT I O N
200
S U B U R BA N S E T T I N G AVA I L A B L E O F M A S S T R A N S I T S M A L L TO W N S E T T I N G
7
AN AMENITY STUDY Area (s qf t ) Loc al rent al price Walk abi li t y S co re (0 -1 0 0 ) Ou t d o o r p ar k s Commercial (rest aurant , shops) Recreational Cu ltu r al in s t itu t io n Religious institution Companies
500 450
SUBURBAN
400
350
350
300
300
250
250
200
200
150
150
100
100
50
50
0
tors
o ai M
nd
Hyu
8 PLACE LENS
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Am
uit
d Pan
ers
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ite Un
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Inc
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wn
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rc
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WE STUDIED 18 GENSLER PROJECTS IN SUBURBAN AND URBAN REGIONS
URBAN
We col lec ted the dat a of the sq ft , rent al prices, walkability scores and the number an d loc ation of surrounding amenities within 1 km radius or 10 min walking) of subur ban an d ur ba n wor k pla ces. Here a re t he result s.
ch
ise and
rt
Ma
rola
to Mo
Q
ty H
li obi
M
Wh
o
s ood le F
Reg
al ion
ce Oï¬&#x192;
E
CBR
Res
ati
s
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Am ce/ our
han
Lat
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sler
Gen
C
PN
er ack W h ut
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Del
BP,
30
t
net
Gan
So
9
4. Beatrix Restaurant
CBRE
3. Real Ryder Gym
River Nor th/ T he Loop
2. Lou’s Pizzeria 1. Dunkin’ Donuts
PANDUIT
4. Gatto’s Italian Restuarant
Tinley Park, IL
t s , sLENS t o re s ) y ( res t aur14anPLACE t y (g ym, com m u n it y)
5. Downtown Bar & Lounge
Subway Walking Car Amenities
1. 2.
3.
5. Best Buy
A DAY IN THE LIFE: URBAN VS SUBURBAN WORKER
3.
2.
7 am 5.
4.
URBAN WORKER
1.
3.
B a sic A me nitie s Ra dius
10 am
4 pm
0.2 mi
Tot a l A me ni ty Cou nt (< 1 0 mi n )
393
Wa l ke r/Ride r Score
98
2.
1 pm
SUBURBAN WORKER
4.
7 am
B asic A me nitie s Radius
0.8 mi
3.
37
Wa l ke r/Ride r Score
1. 3.
4 pm
Tot a l A me ni ty Cou nt (< 1 0 mi n )
10 am
31
2.
1 pm
Walking Work Commercial Amenity (restaurants, stores) Wa l k i n g Recreational Amenity (gym, community) Wo r k Co m m e rci al A m enity ( res t au r ants , s to res ) unit Re cre atio n al Am1eni t y = 500 ft 1 unit = 500 ft
15
URBA N
2.8M 7%
PE OP LE
N BA UR
50%
N BA UR UB -S
EU PL PEO
RB
1.2M
AN
-U
%
LIV E N RBA BU SU LE OP PE
10
POPULATION EMPLOYMENT & COMMUTE TREND
28
%
RB
1.2M
AN
WORK L I VE
BAN - UR
AN URB SUB LE OP PE
- SUBURBAN
1.7M
3.3M
SUBURBA N
2 0 0 0 Pop u l at i on & Em p l oy m ent- Ur ban & S u b u r b a n 42% URBA N
30% 2.6M 6 3 .5
Ag e 8
7%
N BA UR UB -S N BA UR B LE UR OP NPE BA UR LE EOP %P
Pr o bability of living in City d e c li nes a s Ki ds g et old er
1.3M
AN
WORK LIV E
8%
P
29.5
WORK
BAN - UR BAN UR UB ES UBURBAN PL AN - S EO URB
22
%
SUB LE OP PE
1.6M
3.4M
2 6.4 1975
2010
Ag e of m ot her
SUBURBA N
2 0 1 0 Pop u l at i on & Em p l oy m ent- Ur ban & S u b u r b a n 1M URBA N
NUMB ER
Manufacturing
-
Whole sale
3.0M
IT
GROW TH 0
1.5M
S h r i n ki ng i ndus t r i e s & Job counts WORK LIV E
1M
NUMB ER
WOR K
Professional service FIRE
2.1M 4.0M
Trans Leisure
Education Health care
0 GROW TH +
SUBURBA N
Gr o w i n g i n d u st r i es & Job count s
2 0 4 0 Pop u l at i on & Em p l oy m ent- Ur ban & S u b u r b a n 3
EMPLOYERS
FIRMS ARE COMING BACK TO THE CITY BECAUSE..
I n 2 0 0 8 w h e n t he mar ket c r a s h e d , t h e p r ice for leaseable s p a c e i n t h e c i t y plummeted. T h i s t i p p i n g p o int is one of the i n i t i at o r s of t h e great migration fr o m s u b u r b a n to ur ban.
TAXES
SPACE
GAS
SPACE
TALENT
B E FORE N OW
INNOVATION
5.00
1.5
4.00 3.00 2.00
1.0
0.5
1.00 0.00
0.0 ‘72
‘76
S ubu r b an
4 URBAN LENS
‘79
‘82
‘85
‘88
Ur b a n
‘90
‘93
‘96
‘99
‘02
Gas Pr ic e
‘05
‘08
‘10
‘12
‘14
Live & Work Amenities
Hi l l s h i re -We s t Loop
6 URBAN LENS
J ohn Hancoc k-River Nor th
Sul liv an Cen te r- Loop
NORTHBROOK
GLENCOE
1355
678
Talent from Chic agoâ&#x20AC;&#x2122;s cen t r a l b u s i ness distric t (2nd larges t i n t h e US), the Loop, is not onl y co m i n g from within Chic ago but a l s o fr o m outside the city.
GLENVIEW
1671 WILMETTE
1655
EVANSTON SKOKIE
3063
3140
MORTON GROVE NILES PARK RIDGE
1700
2623
430
LINCOLN WOOD
494
NORRIDGE
597 RIVER GROVE
22338
320 ELMWOOD PARK
11790
901 9871
5639 3133
7711
10 URBAN LENS
4914
CHICAGO THE LOOP
CHICAGO: THE HUB
URBAN
ATTRACTING BOTH SUBURBAN AND URBAN TALENT The Loop: Inbound Workers Suburban 24% Urban 76% A ls o, newer jobs a re bei n g g ive n t o s u b u r b a n ite s .
5 2 ,40 4
n e w j o b s c a m e t o d o w n t o w n C h i c ag o b et ween 200 2 - 2 0 1 1 t h a n k s t o e co n o m i c d e ve l o p m e n t i nvestments. H o we ve r, o n l y 1 / 4 of t h o s e p o s i t i o n s we n t t o c it y resi dent s. Data source: RTA 2013 11
â&#x20AC;&#x153;It matters where you are. The space we choose dictates the richness of the life we have and the quality of the characters who bump up against us.â&#x20AC;? -DeDe Wilburn Church
14 URBAN LENS
BE STRATEGIC 7%
SEE THE BIG PICTURE INDUSTRY DEVELOPMENT
PE OP LE
50%
N BA UR N BA UR UB -S
EU PL PEO RB
AN
RB
BUSINESS NETWORK
AN
RBAN N-U RBA BU SU LE OP UBURBAN PE AN - S
10
%
-U
28
%
RETENTION
URB SUB LE OP PE
DYNAMIC & FRESH IDEAS
CLASS B CAN BE A CHOICE Class B buildings have similar rental price with suburban ones. The space quality can always improved by design power.
AFFORDABLE OPTIONS The more accessible of your firm location, the wider range of housing choices your employees will have. Then you’re contributing to their affordability for housing.
15
SUBURBAN
6 SUBURBAN LENS
SUBURBAN WORKPLACE
A NARRATIVE I NTE N T, t o p lace a formal analysis and c r i t i qu e o n t h e subur ban wor kplace typolog y. E x te n d i n g a n i nvestigation into what makes t h e s e s p a c e s s uccessful and how they are h e lp i n g t o d r i ve the wor kforce. Dist inc tion b e t we e n t a l e n t and amenities, juxt aposed t o h o w c r o s s pol lination of these t wo s i m u l t a n e o u s l y is vit al to succession rates a n d re te n t i o n within its employees. Be g i n n i n g w i t h looking into the driver, i n d u s t r y. W h at industries make up these m a r ke t p l a c e s and what demographics are t h e y at t r a c t i n g. Can we incentivize these e m p l oye e s t o attrac t them into the wor k p l a c e a n d o n c e they are within, how c an we ke e p t h e m .
2 SUBURBAN LENS
1. MATERIALS
2. PHAR
WORKPLACE TYPOLOGIES: TOP 5 SUBURBAN INDUSTRIES IN ILLINOIS
MACEUTICALS
3. MANUFACTURING
4. AGRICULTURAL
5. LOGISTICS
3
4 SUBURBAN LENS
5
GLENCOE
NORTHBROOK
COMMUTING WORKFORCE GLENVIEW
WILMETTE
EVANSTON
SKOKIE
0
MORTON GROVE
NILES
PARK RIDGE
LINCOLN WOOD
20
NORRIDGE 40 42 min 45 min
RIVER GROVE 55 min
47 min
ELMWOOD PARK
56 min 59 min
50 min
60 min 65 min
40 min 61 min
37 min
DIS ICAL MED
60
CHICAGO LOOP
T TRIC
24 min
W ER W O L
TS ES
E ID 60
BR IG HT ON
PA R
K
29 min
37 min
40
20
Suburban “Speed” (mi/min) *100 scale Distance to CBD/Commute Time
Urban “Speed” (m/s) *100 scale Distance to CBD/Commute Time
Suburban Map Location
Urban Map Location Commuter Time (min)
10 SUBURBAN LENS
0
HOW IS YOUNG TALENT COMMUTING TO WORK?
AVG . “ S P E E D ” (D/ T) Suburban 0.38 mi/min Urban 0.17 mi/min AVG. DISTANCE TRAVELLED Suburban 17.6 mi Urban 5.0 mi AVG . COM MUTE TIM E Suburban 52 min Urban 30 min CHI C AG O, D R I V I N G O R C ARPOOL E D TO WO R K , AG E 1 6 +
While it is true that Mil lennials, ag e d 18-34 seem more fond of public transpor t ation than their elders are, you n g people today drive to wor k as often a s they did in 1980, if not more.
78.2%
PUBLIC TRANSPORT 28%
In the st ate of Il linois, 18-34 year olds drove a c ar, truck, v a n , or c arpooled in 1980. DRIVING 59%
Today, that number has st ayed the s ame at
100%
IL L I NOI S OR USA , D R I V I N G O R C A RPOOL I N G TO WO R K , AGE 1 8 TO 3 4
79%. 59%
In Chic ago, of wor kers ages 16 and over dr ove to w or k or c arpooled.
80%
60%
40%
20%
0
Illinois USA 1980
1990
2000
2009-2013
Data source: Censusreporter.org 11
HEA D E D FOR T H E SU BURBS W h i l e s o m e Mi l l e n n i a l s a s p i re t o a m o re u r b a n l i fe s t yl e , t h e l a rg e r p a r t of t h e co h o r t w i l l s e e k b e n e fit s t yp i c a l of t h e s u b u r b s - m o re s p a c e , s a fe r s t re e t s , a n d b e t te r s c h o o l s . W h at â&#x20AC;&#x2122;s m o re , m o s t Mi l l e n n i a l s a re fin e b e i n g a s h o r t d r i ve o r w a l k i n g d i s t a n c e fr o m n e i g h b o r h o o d amenities.
SHORT D R I VE WAL K I N G D I S TAN C E
61% G R O C E RY
28%
S TO R E S
54% R E S TAU R A N TS
28%
57% R E TAI L
19%
M IL L EN N IA L LOCATI ON P RE FE RE NC E FOR T HEIR NE X T H OM E 48% SUBURBAN
61% WANT MORE
38% URBAN 14% RURAL
SPACE S PAC E PREFERENCE
24%
WANT THE SAME AMOUNT
15%
WANT LESS SPACE
14 SUBURBAN LENS
1. CURRENT URBAN CONDITION SURROUNDED BY AMENITIES
2. CURRENT SUBURBAN CONDITION LACKING AMENITIES
2. FUTURE SUBURBAN CONDITION INTEGRATING AMENITIES
15