Monthly Archives : September 2017

Take a minute to imagine the ideal office, the one you’d love to work in but just can’t.

What comes to mind? Google? Facebook? Any number of California-based tech giants and startups? And, most likely, those offices that you thought of are huge, open spaces where collaboration seems to be the prevailing theory of workspace design. Couches. Bean bags. Standing desks. Big tables.

The open-office theory of workplace interaction now has a pretty solid grip on the work world and is the undisputed spearhead of modern work innovation. However, people have started to question how effective an open office really is.

If those arguments could be summed up with one question, it would be: Are open offices really as collaborative and idea friendly as we think.

And, believe it or not, more and more experts are saying, “no.”

High-Achievers Don’t Function Well in an Open-Office, Collaborative Atmosphere

One of the things that’s rarely talked about in open-office discussions is the negative effect of the “all-ideas-are-welcome” philosophy.

You see, when high achievers are forced to work in an environment where their excellence is watered down by communal mediocrity, they leave. At least that’s the opinion of a recent Inc. article about why collaborative environments cramp superstars’ personalities.

“The problem is that rather than seeing a top performer as a role model,” contributing editor Geoffrey James wrote, “mediocre employees tend to see them as threats, either to their own position in the company or to their own feelings of self-worth.”

At the same time, these high achievers see collaborative environments as a burden they must carry. Burdens slow people down, and a slow pace, at least to high achievers, is seen as an acceptance of mediocrity.

“The No. 1 reason high performers leave organizations in which they are otherwise happy is because of the tolerance of mediocrity,” Inc.’s Les McKeown wrote in an article picked up by TIME Magazine. “When You’re a Ferrari (or think you are), you don’t want to spend your time idling at the curb.”

Privacy Actually Promotes Mental Acuity

A big emphasis of the open-office movement is that Millennials don’t want to take well to overbearing leaders and value community. Consequently, an open-office environment puts everyone on the same plane since managers and employees are working side by side.

However, research indicates that the mind is wired for privacy. In other words, your brain needs to feel a certain level of autonomy and privacy to focus enough to excel.

The evidence for this is a 1980 study published in The Academy of Management Journal, which noted that employees were more satisfied with their job when the office’s architecture allowed them privacy.

While the study is three decades old, it remains relevant if only because other studies were done in the past few years that have confirmed it.

In fact, a New Yorker article that summarized the research in this area resolutely concluded that open offices were not nearly as beneficial as most of us believe they are.

“Psychologically, the repercussions of open offices are relatively straightforward. Physical barriers have been closely linked to psychological privacy, and a sense of privacy boosts job performance. Open offices also remove an element of control, which can lead to feelings of helplessness.”

Another landmark study came from research firm Steelcase, who revealed that all was not well in the world of open-office workplaces even though the concept has its advantages.

“Throughout the world, too much interaction and not enough privacy has reached crisis proportions, taking a heavy toll on workers’ creativity, productivity, engagement and wellbeing,” Steelcase concluded. “Without question, successful collaboration requires giving coworkers easy access to each other. But it also requires giving each individual the time and places to focus and recharge, and too many workplaces today aren’t delivering on privacy as a necessity.”

Transitioning Out of an Open Office Doesn’t Have to Be Difficult

If you’ve been considering transitioning away from a full-fledged open office to something a little more private, contact us.

We’ll help you determine what you need to do to make your changes with the least amount of impact on your employees’ performance.

What an executive’s desk should look like is all a matter of where you work and who you work with.

If you’re a Fortune 500 accounting firm and you’ve got a C-level job, then there’s a good chance you’re going to go with something big, powerful and measured. A modern, dark wood behemoth with brushed nickel accents is a legitimate possibility.

However, if you’re a C-leveler at an emerging tech company, you’ll probably shy away from the bruising desk and cherry-wood swivel chair and push for a minimalist desk and a Herman Miller Aeron. The goal is function over form, pragmatism over elitism.

The overriding principle here is that your executive desk says something about your style of leadership and your personality as well as the personality of the company.

“As the boss, your office isn’t just an extension of you; it’s an extension of your company. A message is sent and received the moment someone walks in,” Shari Alexander wrote in a 2014 article for Entrepreneur.

Therefore, choosing what goes in your office is an important decision with several crucial implications.

Executive Furniture Can Be a Weapon…

For the longest time, the executive desk had one purpose: to express, in wooden form, the extent of your power. The bigger the desk, the higher the pay and the greater the influence.

Within that context of power expression, there’s also the nuanced use of the executive desk to gain the upper hand during interactions with an employee or a client.

In other words, the executive desk can be your way of making somebody feel small simply by how far away they sit from you and how high their chair is.

Not lost on this discussion is the old caricature of a subordinate sitting in an almost comically-low chair, peering over the edge of a massive wooden desk in hopes that their boss will spare them excessive punishment.

Alexander said it well when she described some executive offices as an interrogation room.

“This simple set-up creates a subtle psychological dynamic between interrogator and suspect. The suspect is stuck in one place while the interrogator can freely move around the room. Similar to a throne, the interrogator sits higher than the suspect,” Alexander wrote.

 

…Or It Can Be a Welcoming Environment

On the other hand, an executive desk and the peripheral furniture can help build connections between the executive and employees, clients and colleagues.

If you feel like you’ve accidentally turned your office into an interrogation room, you’re not a lost cause. There are simple things you can do to improve the feel of your office.

Alexander points out that adding a round table and a few chairs can, as a place where you can carry on a more intimate conversation, enhance the communal feel of your office without sacrificing your positional authority.

“Use those sections of your space for more personable or difficult conversations,” Alexander wrote.

Be Mindful of How Much You Emphasize Your Accolades

In the vein of old-school thinking about executive offices, many C-level bosses adorn a cabinet or a wall with their accomplishments, achievements and recognitions. This type of environment can make a visitor feel intimidated or insignificant and really isn’t necessary.

Choosing Your Furniture Wisely

Put some time into thinking about your furniture in more comprehensive terms than just, “What looks most powerful and reflects my position most accurately?”

The best office furniture providers in San Diego should provide you with a multitude of executive furniture choices that provide a middle ground between a welcoming environment and one that still gives a nod to your status as executive management.

Also, don’t be afraid to use color when selecting your desk.

According to a post from Founder’s Guide, orange is a creativity-associated hue while blue exudes a sense of tranquility and peace.

Just remember, though, the end goal is bigger than design and color.

“Don’t choose furniture just because you like its color or design. You have to choose one that goes with your brand or your office personality,” Founder’s Guide wrote. “Your office furniture must transcend the aesthetic and comfort value it provides; it must also reflect your company’s identity and culture.”