Moving, or simply redesigning the workplace, will always need to be handled with sensitivity. Such changes have the potential to affect shared and individual spaces, working customs and practices and symbols of authority, and as such are capable of generating nebulous but quite strong anxieties.

Aligning design & strategy


The overall strategy phase is when the statement of requirements for the design and build concept is drawn up. The first step is to understand how the design and build project fits in with the company’s business plan, with special regard to: 

  • Business development: innovation, marketing
  • Financial constraints: cost control and optimisation
  • HR stakes: attracting and retaining talent 
  • Organisational challenges: improving inter-disciplinary collaboration and communication. 

Balancing financial & HR objectives


Well-planned, properly scaled change management is therefore essential in order to achieve the project’s objectives, as well as addressing the perennially tricky issue of striking a proper balance between financial performance and employee wellness. In addition, work councils approval needs to be managed carefully to ensure project success.   

To help its clients engineer change, CBRE Design & Project consultants design and implement comprehensive support packages. These include top vision from top management and support from project sponsors, analysis of the cultural incentives and obstacles, identification of relevant players, change promoters or opponents, management onboarding, canvassing of employee opinions, participative design approach, internal communication packages, staff training and more.

CBRE Design & Project is careful to design a workplace strategy and change management program that is realistic and well balanced with all aspects of the project: architecture, brand identity, detailed technical requirements, building works, transfers. 

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