We all know how much of a difference the quality of our workspace can make to our productivity, our mood and our mental health.
Most of us need only cast our minds back to the summer of 2020 – when we were trying to work from our kitchen tables or bedrooms, sat in uncomfortable chairs, with no air conditioning (despite it being 35C outside), crouched over laptops, and possibly even with screaming children or barking dogs in the background as our only company – to realise and remember quite how big an impact where we work has on us.
The data supports this too, with some research suggesting that good office design can improve employee happiness by over a third, and other studies finding that a well-designed workspace can boost staff performance by as much as 20%. It is also something which is increasingly important to younger generations of employees, with many basing their employment choices on the quality of the place of work and its associated perks.
An opportunity for HR to become more involved
We set out a number of the ways in which workplace design impacts our wellbeing and performance in a recent piece for Make a Difference, following which we ran a poll asking “In your organisation, how involved is HR in ensuring office design also supports employee wellbeing?” – and the results were intriguing.
The poll revealed an almost perfect 50/50 split between HR staff being involved or not involved in this aspect of employee wellbeing. Our initial response was that it is fantastic (and a positive step in the right direction) to see that HR teams are now starting to be more involved with design and value the ways in which it can impact staff performance and health. However, upon delving more deeply into the data, we saw that only 10% of HR staff are ‘very involved’, suggesting that while some work is being done, it may perhaps be at more of a surface level.
On the other hand, 30% of HR staff appear to be ‘not involved at all’ according to the poll, suggesting that they are either leaving the relationship between design and performance entirely to others, or are simply not aware of its important role. What is clear is that there is definitely an opportunity for HR teams to become more involved with this aspect of staff welfare, and to help their companies to capitalise on the tangible benefits that better designed offices can offer.
However, with most HR staff not coming from a design background, how can they gain a better understanding of what environmental factors impact employee wellbeing and performance? Fortunately, there are a growing number of resources out there that provide a good summary of this subject, including one that we at Ekkist wrote following the Covid pandemic.
Fundamentals of workplace design for HR
There are also some excellent rules of thumb that apply almost universally across all sectors and professions, which we can always turn to if unsure:
- Get the light right: Focus on natural light, which boosts our mood and helps us sleep better. If we must rely on artificial light, the quality is important. Ensure that it is low glare, low flicker, and not too ‘cold’ and bright in the evenings, as this may keep staff awake long after they get home and affect their productivity the next day at work.
- Make sure that staff are physically comfortable: This doesn’t just mean good ergonomic furniture (although this is important). It is also just as vital that we consider issues like acoustic comfort and thermal comfort, which also impact mood and performance, and offer a range of work areas to suit the workplace activity.
- Encourage social interaction: Research tells us that people who interact more tend to be happier and in turn perform better, as well as feeling more connected to their team and workplace. Design can either encourage social interaction (through ‘nudge psychology’) or deter it – so try to ensure workplaces are acting as a force for good in this respect and create spaces that foster genuine interaction.
- Bring in nature: The principle of ‘biophilia’ (love of life) tells us that as a species we have evolved to be happier and calmer around plants, natural materials, water and even animals. Even the addition of pot plants into spaces have been shown to boost performance, so don’t overlook this when it comes to providing natural elements in workplaces – they usually show a good return on investment. A study by the University of Exeter found that enriching a ‘lean’ office with plants could increase productivity by as much as 15%!
- Provide access to healthy food and drink: There is truth to the phrase ‘you are what you eat’ – the food (and drink) that we put into our bodies can have a major impact on our health, mood and effectiveness at our jobs. The best offices now are therefore turning away from processed fast foods and instead towards higher quality offerings, while replacing their fridges of diet coke with filtered water outlets. Ensure there are places to eat lunch away from desks, to encourage mental rest. Research by Forbes found that 28% of employees reported taking a lunch break makes them more creative!
- Choose healthy materials: We might not always think about it, but even the materials and furniture we select can have an impact on occupant health. Many items will ‘off gas’ toxic chemicals such as formaldehyde and benzene for months or even years after they have been installed, which can lead to physical health issues. We therefore recommend selecting ‘low VOC’ products, or even upcycled or second-hand items where possible.
- Consider psychological needs: It is also important to consider the psychological comfort of staff in design. Does the workplace feel safe? Do staff feel like they have adequate privacy? Does it empower them through choice, or frustrate them through a lack of autonomy? Questions like these can be the difference between a workplace that makes staff want to stay at a company, or feel uncomfortable there.
Finally, and perhaps most importantly of all, it is vital that we listen to and understand people’s needs – and enact genuine change based on those needs.
In recent years, thankfully, the myth that ‘staff surveys only dig up more problems’ has gradually diminished, and we are seeing companies increasingly feel more comfortable asking employees for genuine feedback about what is and isn’t working in their workplace. However, we also know that surveying staff and then failing to act on the results can negatively impact morale – so while it’s essential that we listen to our people, it’s just as important that we make real, positive changes to respond to their needs.
About the author
Ben Channon is a Director at Ekkist as well as an architect, author, TEDx speaker, WELL AP and mental health advocate. Ben has written two books on the connection between design and mental health: Happy by Design and The Happy Design Toolkit. He previously advised the IWBI on the ‘Mind’ concept of the WELL Building Standard and is co-founder of the Architects’ Mental Wellbeing Forum.
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