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Entries Tagged as 'Flexible Workspace'

Maximizing the Small Office Space

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Recently smaller commercial office spaces have become the solution for small and medium sized businesses. Some businesses have adopted non-tradition work spaces in which workspaces are shared by whoever needs them at the moment while other team members work on the road or meet with clients. Meeting spaces have becomes smaller and other creative solutions have been implemented to save overhead due to the last few years of tough economic times.

If your business happens to be located in a small office space, you need to maximize the space, both in terms of visual effects and efficiency. The idea is that clients should well welcomed and comfortable while visiting the smaller workspaces and meeting rooms. Here are a few tips for help you maximize a smaller office:

  • Walls: Paint the walls all a single color throughout the office space. Don’t decide to make one room different because it will ruin the visual effect of creating a larger area than actually exists.
  • Lighting: The brighter the commercial office space, the larger it will seem. Dark spaces tend to close in and appear smaller, so be sure to include bright lighting, preferably full-spectrum lights, to make the small office space grow to a larger size visually.
  • Plants: Choose plants that are tall but narrow. Any plant that spreads out widely will close in the space, but tall plants give an up and down visual effect that does not close the space in any way.
  • Floors: Choose a top-quality flooring that is extremely durable and use it throughout your office space. Do not place area rugs over parts of the floor; the idea is to create a larger visual space in your commercial office space by allowing the eye to move from area to area with any breaks in the flooring color or texture.
  • Decorations: Place groups of smaller artwork together rather than placing a single large piece of art in the office. The smaller groups make the brain think that there is more space than is if a large painting or poster is place on the walls. Strategically place a few quality items on tables, desks and other areas; whatever you do, avoid cluttering the areas in your commercial office space.
  • Work Stations: Purchase glass work stations for your office space so that the eye does not really see the object as a break in the visual effect. Large, heavy wooden desks will create a visual break and reduce the maximization effects.

Implement these ideas in ways that suit your specific office space and you will find that the space expands and grows larger. This will allow you to fully enjoy your new, lower overhead without experiencing any negative impacts.  

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By: James Osgood

Flexible Workspace , Office Rental , Office Space , Office Space Design

Regus Continues Growing - Opening New Office Space Center in Rwanda

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I saw this headline and was surprised. "Regus to open new centre in Rwanda to capture rapid East African growth." With their most recent positive mid-year results, center expansion appears to be at the forefront of their strategies to continue their positive financials; center growth all over the world. Regus, the world’s largest provider of flexible workplaces, now has locations in seven countries in East Africa, including: Tanzania, Uganda, Kenya, Zambia, Mauritius and Madagascar, and a global presence in 97 countries.

Kigali City Tower Kigali City Tower

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Executive Suites , Flexible Workspace , Office Space

Regus Shows Good Growth for Half Year 2012 Results

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Regus, The largest operator of executive suite and flexible workspaces, showed solid reuslts for the first half of 2012 despite a lackluster world economy. They added 76 centers during the period.

FINANCIAL HIGHLIGHTS

  • Group revenue growth of 7.6%, Mature like-for-like revenue growth of 2.6%     
  • Adjusted** Group operating profit increased 63% to £23.3m (H1 2011: £14.3m)  
  • Adjusted** Mature operating profit doubled to £68.1m (H1 2011: £33.9m) with a mature operating margin improvement from 6.1% to 12.0%
  • Notional Mature EPS increased from 2.7p (2.8p adjusted**) to 6.2p (5.6p adjusted**)
  • Interim dividend increased 11% to 1.0p (H1 2011: 0.9p)
  • Strong balance sheet with net cash of £153.3m
  • New £200m revolving credit facility offering further flexibility for future growth

STRATEGIC & OPERATIONAL HIGHLIGHTS

  • Continued strong performance from the mature business
  • Substantial investment of £65.1m in new centres - 2011 new centres progressing as expected, turning contribution positive in Q2; 76 (2011: 48) new centres in H1 
  • 1,268 centres in 96 countries, offering an extensive global and national network to approximately 1.2 million members
  • New Enterprise Programme deals with Adobe, Aviva and Telefonica amongst many others
  • Third Place partnerships announced with NS Trains (Netherlands) and Extra Motorway Services (UK). Strong pipeline in place
"The structural shift to flexible working continues to drive our strategic growth plans and organisation.  To satisfy demand we continue to invest, adding a further 76 centres in the period and signing additional Third Place agreements. New centre openings continue to perform well, a strong endorsement of our expansion strategy."


Executive Suites , Flexible Workspace , Office Rental

The Evolving Office Workspace - Managing The High Maintenance Generation Y

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The youngest group of employees in the workplace today is comprised of those born after 1981 and generally considered to be from before 2005s. This group is known as Generation Y or Millennials and they make up 27.7 percent of the total workforce according to the United States Census Bureau inn the stuck “2010 Census Briefs – Age and Sex Composition”. The American Society of Training and Development reported that during the next 20 years, 76 million workers will retire while only 46 million workers will enter the workforce to replace them. Most of these 46 million workers will be Millennial generation workers. Just as the three older generations in today’s workforce, Gen Y workers have unique desires and needs that they expect from their manager and the business for which they work. 

Generation Y employees will be crucial to business enterprises. They will certainly change the way business is conducted in many ways. But, in currently and in the immediate future these employees offer great challenges to management to ensure these workers integrate with the existing workforce with as little conflict as possible. 

Among the positive traits brought to the workforce, one of the major benefits that Millennials bring t the workplace is their high degree of technological skills. These employees were practically born with a computer in front of them and are intrigues by each and every development in the work of Information Technology. Millennials grew up with digital global communication capability at their fingertips. They view information of all kinds to be immediate and available on demand. They understand using virtual teams to solve problems and are extremely team oriented..  

They view the business work as a global workplace, viewing the entire world as potential sources of information, clients, and community. Millennials seek fast-track career positions, frequent positive feedback, the latest technology and challenging training opportunities. Their outspokenness brings them to challenge long outdated work policies and conventions, offering businesses to perform a check on the hypocrisies and short comings of today’s workplace. Ultimately, Gen Yers may well drive change for the better. 

Much has been said and published about the negative points of Millennials. They tend to have a sense of entitlement and are outspoken. This group of workers does not take constructive criticism well and require more direction and feedback from superiors than previous generations. Fortune magazine stated in its May 28, 2007 edition that this group are “the most high-maintenance, yet potentially most high-performing generation in history because its members are entering the workplace with more information, greater technological skill and higher expectations of themselves and others than prior generations.”  Additionally, Time’s July 16, 2007 edition stated that members of Generation Y want the kind of life balance where every minute has meaning; they don’t want to be slaves to their jobs as they feel their Baby Boomer parents were and often still are. Millennials also want employers to be socially responsible causes and allow for volunteer commitments through the use of flex-time or compensation time. Flexibility in work hours is important to this group of workers. 

Yes, this generation requires a great deal of management, but it is well worth the effort to recruit them into your business They are smart and have the drive and creative thinking to make a real different in the business world and in a company’s profitability.  

It is clear that recruiting Generation Y members and adjusting to their wants and needs will prepare industry for the entry of the next generation, people that are expected to be even more technology oriented. While this generation does not even yet have a “name”, it won’t be long before they begin entering the workforce and seeking employment in your company. 

By understanding the four major groups into today’s workforce and providing for each group’s needs, effective employees can find their jobs satisfying and are more likely to remain with your business. Each group brings many positive aspects, all of which can be used effectively to gain greater efficiency and streamline operations to ensure profitability. 

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By: James Osgood

Flexible Workspace

The Evolving Office Workplace - Managing Generation X in the Office Workplace

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The third group of workers currently building careers in the workforce is those people born between 1965 and 1980.  Called Generation X, often shortened to Gen X, this group makes up 19 percent of the total workforce today. As the Veterans and Baby Boomers retire, Gen Xers will soon comprise the majority of the workforce.

While stereotyping any group of people, Gen Xers have on average displayed traits that can benefit an organization if managed properly; however, if these workers are managed as if “one size fits all”, major conflicts can result. Gen Xers have a very different attitude and opinion about work and how to accomplish work effectively.

Gen Xers seek balance between work and family. They want to be evaluated by the results of their efforts rather than the hours spent in the office. After watching their parents “live to work”, Xers are committed to “working to live” and finding satisfying work that allows flexibility.

The different attitudes and opinions of Generation Xers has forced organizations to rethink everything including management techniques, standards and regulations, compensation, and much more. Generation X employees are loyal first to themselves yet strongly loyal to their employers. They have skepticism about large organizations and do not like dealing with bureaucracy and inflexible rules. They tend to change jobs more frequently than past generations, choosing jobs that offer more flexibility and better benefits. Employers who communicate to Generation Xers to “follow the rules and accept things the way they are or go work some place else” will quickly find that in most cases, the employee will go somewhere else.

Flexibility in work styles and locations is important to Gen Xers. Because money is not the main factor sought by Gen Xers, offering telecommuting and flexible work hours as an will likely be viewed by this group as a great reward and motiving factor. It shows trust for the employee on the part of the employer and flexibility of work hours; however, the older generations may assume that the telecommuter is not working at all since they are not sitting at their desk in the traditional office.

Generation Xers want a work environment that is fun and makes them want to come to the office. Some examples include casual dress except on days when meeting directly with important clients, the opportunity to take unpaid sabbaticals, or the option to take time off instead of getting paid for overtime. This group of workers seeks career development opportunities. They desire high levels of responsibility and want ways to allow innovative appropriate creative ideas to be input into projects and tasks.  

 By understanding and respecting the work styles and values of the Generation Xers, any organization can benefit from their skills and the value they add to the bottom line. Using this understanding, struggles between the younger team members and the older groups can be mitigated. Create a work environment that respected each age group and educate employees to respect all employees to build a workplace culture that works for everyone.

Next, we will look at the youngest generation currently in the work environment: Generation Y. 

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By: James Osgood

Flexible Workspace