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Select Interiors / Architectrual Services  / How to Create a Successful Organisational Culture: Build It into the design

How to Create a Successful Organisational Culture: Build It into the design

 

  1. What is the definition of company culture and how does it impact the workplace?
  2. Company culture is the personality of a company. It defines the environment in which employees work. Company culture includes a variety of elements, including, company mission, values, ethics, expectations, goals and of course the working environment

Example, some companies have a team-based culture with employee participation on all levels, while other have a more structured, traditional and formal management style It’s the personality of an organisation and encompasses three basic components:

  1. Values: what a company does, its mission, and how it represents itself
  2. Assumptions: the attitudes, often unconscious, formed through company processes and actions that inform what employees think
  3. Artifacts: what a company represents in the form of products, technologies, publications, processes, dress code, location and architecture / interiors

If we agree that culture is important, shouldn’t workspaces reflect it?

Most modern offices are built around functional considerations—increased density, one-size-fits-all workstations, office reductions, etc.—usually because workspace is viewed as a cost per sqft. rather than as a driver of performance. Recognising space as a way to support productivity and company goals begins by first defining existing organisational culture, comparing that to desired culture, and then designing workspaces to expressly support the elements needed for change. Thus, the first step in linking culture to workspace is to understand an organization’s culture.

A company that doesn’t understand its own culture is like a person without an identity. To encourage change and positive growth, the first step is to analyse the existing culture.  An assessment of is still important to provide a common language for a conversation about current culture, workspace, and a direction for the future. It’s not unusual to discover a difference between existing and desired culture, so self-analysis is critical in order to effectively implement a space that both supports desired culture and helps create an ideal working environment.

The example below caters for differing cultural requirements of teams within an organisation for Push Dr housed on a single, mainly open plan floorplate. It was clear after discussion with the client that sales staff required a different environment to accounts, and that both these departments had different needs to marketing. The space planning and concept for the workspace design example below was to integrate the various—and sometimes  competing—cultures, values, and behaviors of different departments to meet company goals. Each subculture reflected a different image and required different methods to work efficiently and collaborate. Control cultures, for instance, demanded a different work environment to the Create culture, distinctions that required a contrasting approach to the design.

Example above by Select Interiors Ltd for Push Dr in Grade II listed Arkwright House in Manchester incorporating design elements and features catering to the differing requirements of the various departments. Select Interiors also integrated the latest work place trends into the general arrangement, agile workspaces, sit-stand desks and high table collaboration space

 

The sales team area was designed with low level none acoustic screens and open, 1200mm workstation with large format AV screens to illustrate performance and sales figures visible to the team. The feedback we received from the team dictated the design proposal. The Sales team worked on a performance based model that thrived on competition.

The accounts team space still within the open plan floorplate incorporated acoustic higher desk mounted screens with bespoke slatted sectional divides giving a greater degree of privacy without compromising the primeval urge to be able to see what’s happening around the office. Low level comfortable seating was incorporated into their informal meeting area with low level pendant lighting to create intimacy

For the Marketing team we introduced a more fluid less modular approach with high level meeting table in the centre of the team space.

Workspace design can be used to leverage and change culture in the form of common areas and meeting spaces as well as individual workspaces are elements within a scheme that can either help or hinder a company’s effectiveness. Because architecture and design are intertwined with workplace culture. The example above for national recruitment company Rullion

Select Interiors approach to structuring the office environment for the Marketing Department gave them the flexibility to move around and work in whichever environment best suited their workloads and needs. Social, informal meeting and camp fire / touch down spaces were incorporated into the fabric without compromising the number of workstations

We strive to Create Spaces that are freer flowing and less modular in their approach. Flexible space planning that allows employees to have the autonomy to choose their workspace based on the project or task in hand.

Few Recent Projects by Select Interiors Ltd

 

Above are a selection of companies that Select Interiors have been proud to have been of service to on the last business quarter. The Team at select Interiors would like to thank the above companies and the many not included or mentioned above

We at Select Interiors judge the success of the buildings and places we design by the way people use and enjoy them – the clients who commission them, the people who inhabit them. Good design is about helping clients meet their needs and objectives. It is also about the way people feel when they experience it, a sense of meaning, connection and belonging

We hope that the above blog will give you the reader a snapshot of what we are up to, what we have recently completed and an idea of our processes and ethos. We are always striving to improve our service through investment in training, technology and of course staff

Why not give us the opportunity of being of service ring Carl, Umair Tracy or Martha on 0161 445 4040