Workplaces on Demand – 3 Components for Successful Implementation

Workplaces on Demand – 3 Components for Successful Implementation

Designing and implementing a successful workplace on demand relies on a company’s ability to streamline its workforce, technology and workspaces, usually with limited resources.


As the federal government acknowledges shifts in its workforce, we realize that this new generation of employees has different expectations than ones before. Employees are now driven by enterprise level technology and alternative workspace solutions. Agencies keen on attracting and retaining top talent have no choice but to deliver on these expectations.

“In a compensation survey of 1,400 CFO’s, 46% said telecommuting is second only to salary as the best way to attract top talent. 33% said telecommuting was the top draw.”                                                                                                         -Robert Half International

Agencies who offer a workplace on demand solution will attract top talent by providing the following:

  • flexibility for working parents
  • reduced commuting time
  • improved collaboration, knowledge sharing, and morale


The workspace is changing since mobile technologies and Web 2.0 have entered the scene. Agencies are constantly looking for ways to increase employee productivity and performance through the integration of these new models. Things like faster laptops and VoIP have increased efficiency, but the addition of things like company blogs, wikis, podcasts and social media have increased team collaboration and communication. This has resulted in garnering trust among employees and company stakeholders alike.

So, where do you start? First, you need a customized plan designed to fit your company. Research has shown that from 2000 to 2008, the cost of modernizing your employee has risen by almost $2,000. In order to justify this influx, a company must first examine its goals for implementation and if a new workspace solution initiative will do the following:

  • improve alignment with business demands
  • increase efficiency
  • leverage economies of scale


Workspace utilization is the final component. The most obvious reason for implementation can be seen in real estate savings due to reducing workspaces. Things like telework, shared workspaces and alternative working hours will “de-link” workspace utilization from employee headcount. This means that 50 new employees will not necessarily require 50 new workspaces.

Research has shown that on any given day, between 30-40% of desk spaces are not being utilized. This doesn’t take into account seasonal fluctuations, in which the figures would be higher. With a new system, agencies can accommodate employees with smarter workspace utilization with minimal real estate costs.

A company that is able to successfully design a plan and implement the system, while understanding the roles of the three components above, should have a seamless transition moving into a more modern working environment.

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