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Workplace Maturity Model ©

It takes continuous work to improve work life. From understanding your personal needs in relation to functional demands. The places and elements that support certain activities and provide comfort. To help you through this ever-changing world of work. The Workplace Maturity Model © is there to provide guidance. 

What is the Workplace Maturity Model ©?

The Workplace Maturity Model © is a very simple model to help you flourish. It supports three different areas of improvement, and there are four different levels to progress. Based on these dimensions, it is easy to follow the right steps. 

Three areas to improve

Three areas underpin the entire model, forming the basis to know which step to take along the journey of improving work-life. The areas of The Maturity Model © are, means, activities, and people. Each area has a focal point that goes from ‘understanding the physical environment’ to ‘the tasks done’ to ‘personal development’. The levels establish a permanent cycle and step from one level to the next to progress. Each cycle is part of the continuous flow of improving work-life while simultaneously having an impact on an organisation’s bottom line.

Justification Adaptation Engagement Acknowledgement Validation Manage Optimise Means A ctivities People

Four levels of the Workplace Maturity Model ©:

Level 1: Acknowledge

The organisation is aware of the need for evolution in the work environment. A new workplace concept can bring more freedom, motivation, and efficiency for employees and thus positively impact the bottom line. A perceptive and well-informed management team being aware of this, is the building block for effective change in the workplace. By understanding which physical assets are at their disposal, provides the basis for change. These assets provide the environment to facilitate the constantly evolving needs of the organisation.

Level 2: Validate

By understanding the assets available, the organisation can assess which of them can elevate their own business. Understanding how these assets are being utilised allows the validation of the existing environment, which in turn informs the best direction to take for the future concept. Possibilities and threats are considered, and the positive and negative impacts are reviewed. By making adjustments to the strategy the space use can be continuously measured and improved to meet the organisation’s changing needs.

Level 3: Manage

An organisation that has implemented a workplace concept needs to make decisions that enable the concept to evolve with organisational and employee needs. By collecting insights into which assets are being used, how often and the activities taking place, the organisation can make better decisions on the future of the concept. There could be different concepts implemented, for example, Digital Working, Working From Home, Flex Working, or Activity Based Working. An organisation can decide on a preferred way of working and data collected by Measuremen services can help decide how to manage the strategy effectively.

Level 4: Optimise

The organisation has the need for permanent insight into the actual performance of their workplace. They fine-tune the workplace and their workplace strategy based on metrics and the actual needs of their employees. A perfect balance between employee preferences and management has been found to keep costs to a minimum while investing in increasing employee satisfaction and productivity. This enables them to anticipate changes on a global scale but also on local changes to the workforce or employee retention and attraction.

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