The one where people got together and decided how the workplace should be (a case study).
Be brave enough to start a conversation that matters. Margaret Wheatley
In our last article we talked about hybrid working and intentional collaboration sharing three things to get right for your next get together: 1) be clear on purpose, 2) consider who really needs to be there, and 3) structure it properly so everyone recognises the difference made.
At Promethean Play Ltd we believe that greater commitment, ownership, and stickability comes from including, connecting, and engaging every voice. Whilst some of this can be done online, most humans are wired to build more trusting and meaningful relationships when they physically meet. Check out Social: Why Our Brains Are Wired to Connect by Professor Matthew. D. Lieberman for a good read.
We’ve been following the results of various surveys and research surrounding hybrid working and things like time spent in meetings, perceptions on working from home vs the office, or work distractions. The data from the Office of National Statistics, YouGov, and more most often refer to people’s views in 2021. A useful compilation can be found here where we have drawn some of our reference points.
It’s said that 30% of the UK workforce are now working remotely at least once a week and that 20% want to work remotely permanently. But 1 in 5 people cite loneliness as a struggle when working in this way and 3 in 10 people have challenges separating work and home lives. Although technology and the type of work we do has enabled working from home over the decades, a WISERD report highlighted that only 1.5% of the UK population did this in 1981, yet for the duration of the first lockdown in 2020, this was 60%!
Many people report improved levels of wellness and productivity when home working, although interestingly, Gen Z (born mid to late 1990’s through to early 2010’s), who have grown up with tech that proliferates distance communication, prefer face-to-face interaction. Accenture reported that 74% of Gen Z want this, followed by 68% of Baby Boomers (1946 -1964) and 66% of Gen Xers (1965 – 1980). Considering the demographic of the UK workforce, that is a significant number of people who want more physical time together at work.
The research is useful to frame some perspectives but can be contradictory or narrow in scope. That’s why we keep coming back to the same conclusion, reinforcing our beliefs - organisations must continue to engage with their teams and the work that they do to determine what is right for them, including how to approach it.
We explored this recently with a group of people from different business at Quorum Park, in Newcastle upon Tyne, using LEGO® SERIOUS PLAY®.
The session started with everyone getting used to the LEGO® bricks (no LEGO® masters required!) and unleashing their creativity using metaphor and storytelling.
“My thinking became more creative as the session went on.”
Individuals then built models that represented the best part of their ‘lockdown’ experience. In starting on a positive note, whilst still focusing on what was a very challenging time, allowed the groups to build on root causes of success and still remember the difficulties. Appreciative Interviews are a good way to do this (with or without LEGO® bricks).
We asked the groups, individually at first, to build a model that represented how they wanted the workplace to be now COVID-19 restrictions were easing. In sharing and discussing their builds, common themes quickly became apparent, with everyone having the opportunity to highlight what was most important for them. Combining their thinking they built a shared group model. The session generated lots of discussion with the final models highlighting the desired future of the workplace for them.
“Working with the LEGO® enabled much more open and honest conversations.”
This included:
- Flexibility, agility, and choice – represented by the steering wheel, pipe, and ladders
- Integration supported by good IT, processes, and overall infrastructure
- Bridging that enabling seamless connectivity amongst systems, teams, and work
- Opportunity for collaboration
- Greater trust – represented by the elephant and open doors
- Better environment – represented in the models by greenery
Participants shared some thoughts on the experience:
“LEGO® is an effective way to foster open discussions and transparency”
“If you offer people new routes to communicate and share ideas, you’ll hear from all voices, not just the loudest”
“Easy discussions – conversation was more natural than traditional sessions”
“Collaboration breeds discussion and an exchanging of ideas”
However, having a great conversation means nothing if there is intent but no action. Just like having clear and defined values means nothing if people behave in contrary to them. In this short session, the groups were able to collectively define what they wanted the future state of the workplace to be. If this was focused on one organisation or team, further dialogue must draw out things like what does this mean in reality e.g. what is choice? What can be tackled now? What needs more planning/resources? How does our current culture align to this? What impact will this have on the work that is done and our customers? What systems need to be in place to support this? Etc.
These are not easy things to tackle, but creating the conditions that involve, generate discussion, debate, with smiles all round, surely is a stronger and, often quicker, way to reach solutions that stick.
Visit www.prometheanplay.co.uk to find out more.
Promethean Play Ltd | Company registration no. 13687926 | VAT no. 437 3419 89
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