Design for Productivity

What a difference office décor can make

by Dala Al-Fuwaires

Business owners need to find ways to boost employee productivity from time to time. Redesigning the office is a great way to do this. Creating a stylish and accessible office keeps employees focused and motivated. Here are a few of the most impactful design elements to freshen up an old office space.

Design multiple workspaces. Employees have different working styles. Some prefer a quiet area where they can focus. Others prefer a more active area where they can be creative. Creating areas within the office that allow for different work styles will help enhance employees’ productivity.

Improve the lighting. Light design is essential for office efficiency. If the employees can’t see well, it is unlikely they will be productive. Poor lighting causes eye strain, which leads to headaches, stress and fatigue. So, it is important to create a well-lit office space for the sake of the employees’ health.

When lighting an office, employers should consider using natural light as much as possible. Natural light helps boost mood and encourages better work output. If the office is lacking in natural light, it can be simulated by using LED lights. Most LED lights on the market today offer a wide range of colors and effects, so employers can change the color temperature for any area of the office. It’s best to install LED lights that emit a cooler color temperature like natural light in areas where employees have their desks. In break rooms and calming areas, on the other hand, warmer tones help promote rejuvenation.

Lower noise levels. Noise is one of the biggest factors when it comes to distractions. Sounds emitted within a 20-foot radius have the most impact on an employee’s concentration.

Outdoor Space at Thrive Coworking Office of Thrive Coworking

Employers can fix this problem by placing acoustic panels on walls that will buffer loud noises. Plants are another great sound barrier, and they provide a bit of nature in the space.

If these don’t work for the particular workspace, an alternative may be transparent walls. Transparent walls create a sound barrier but not a visual barrier. These are great when wanting to lower noise levels but allow communication between employees.

Change up the color. Wall color can be very stimulating for employees. Different colors effect different emotions in people. It’s effective to use a variety of colors in the workspaces throughout the office. Using blues, yellows, oranges and greens stimulates a person’s creativity and provides a sense of calm. White and tan walls should be avoided, as also should brash colors or elaborate murals that can be distracting.

Create rest areas. All employees need an area to take a break from the hectic workday. When designing these areas, employers need to consider that different employees rest in different ways. Some prefer a quiet room to rest their eyes for ten minutes. Others prefer playing a game or watching the news for a few minutes.

Creating multiple rest areas in the office provides for the needs of the employees. Workers who need a few minutes to recharge will benefit from a designated quiet room with comfortable seating. Another space with ping pong tables, foosball tables and a television would be good for those looking to take a break and boost their creativity.

Design an outdoor area. Having an outdoor space for employees to get some fresh air or take a walk is a great way to boost productivity and creativity. Many people enjoy taking a walk while brainstorming ideas or clearing their minds. Outdoor spaces also provide health benefits for workers who sit for most of the workday. These include exercise, fresh air and sunlight.

Changing up the workspace can boost the productivity of the team. Implementing a few design elements to help the employees function at a high level does not have to seem like a daunting task. It may take just a few moments to walk around the office and see where deficiencies are happening and consider what will work best in that setting. These tips will help boost productivity and get the team back on track.

Dala Al-Fuwaires is the owner and principal designer at House of Form in Scottsdale, Arizona. House of Form is a boutique hospitality design firm that specializes in creating memorable spaces for your guests and customers. houseofform.com

Joanna C. de’Shay is executive director of Diversity Leadership Alliance, the premiere education training organization in Arizona dedicated to eradicating racism, bias and prejudice. DLA’s goal is to create an inclusive community where each person is equally respected and empowered. diversityleadership alliance.org

DEI Is Where It Starts

The secret sauce of a robust dei strategy is a healthy sprinkling of belonging!

by Joanna C. de’Shay, MAOM, M.F.A.

The one thing that going through a global pandemic for two-plus years has shown us all is that we all need and crave human interaction and connection. The overwhelming sense of isolation many of us felt was all too real and affected everyone, from the corporate CEO to the middle school student having to attend classes over Zoom. Now more than ever, we have an innate desire to be seen, validated and recognized for our attributes and collective contributions.

In 2022, companies will need to get it right so their employees who are transitioning back into the workplace in person, virtually, hybrid or some other alternative arrangement in-between have a strong sense they belong in that corporate culture. Employees need to know that what they bring to the table in terms of their diversity and intersections is celebrated and genuinely valued. As we move along the continuum of Diversity Equity and Inclusion, the time is right to elevate our strategies and ensure we are not simply administering performative tasks that make us look diverse, but sustainable actions that speak to the amplification of diversity as a core business practice. Belonging essentially is the leveling up of an already strong Diversity Equity and Inclusion program, strategy or policy.

Belonging is one of the most primal of all human desires and is something that, when done well, can cultivate a workplace that is connected, purpose-driven and inspired. This primal desire is what Maslow points to in his Hierarchy of Needs theory. The theory presented in the early 1940s dissects human motivation and its direct correlation to human behavior. Each level or step on the pyramid addresses our basic needs and our more complicated “growth” needs. Belonging falls into the top-tier growth category on the hierarchy of needs pyramid, right before self-esteem and, ultimately, self-actualization. Part of adding Belonging into a business’s DEI strategy is being able to assess what its employees truly desire for them to grow within their job, team, department and company. Good leaders will take the time to understand the needs of their workforce, especially the individuals within that workforce who are marginalized and constantly othered.

In addition to Belonging being the next intentional level to a strong DEI program, strategy or policy, it can also be a strong indicator of a corporate culture that exhibits empathy for its employee’s well-being and overall mental health. This level of empathy is imperative in these post-COVID times and can be a solid accompaniment to any recruitment or retention strategy.

To have an effective DEI program that genuinely moves the needle on Inclusion, companies will have to do more than treat their employees fairly and equitably. They will need to be intentional and demonstrative in their inclusive actions, behaviors and language. In these uncertain times of mass resignations and difficulty in recruitment, what business leaders do now to integrate Belonging can directly impact the level of engagement they see and experience from their workforce later.

It may take more than just a healthy springling of Belonging to develop a robust DEI strategy. Still, without recognizing its value, business leaders will have a colorful recipe with zero taste and even less nutritional value. Belonging is how businesses feed their employees’ souls and ensure that they are thriving. Leader must recognize that the growth and success of their employees is, indeed, their responsibility as well as theirs to communicate what actions they need to see demonstrated to feel a stronger sense of connectivity and belonging.

This is the year companies must also check for any blind spots that could compromise their DEI efforts. The value of true employee engagement is to evolve a DEI strategy into a DEI+B strategy.