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Alternative Workplace Strategies: How To Implement Change

Matthew Stegmeier of Stegmeier Consulting Group explains that organizations can successfully implement alternative workplace strategies—such as open, collaborative, and activity-based work environments—by engaging consultants to manage change, communicating early and frequently to reduce employee anxiety, highlighting positive outcomes like cost savings reinvested in technology or benefits, and recognizing that while starting change management early is ideal, it’s never too late to begin, with a focus on people being central to all workplace transitions.

Matthew Stegmeier, a consultant with Stegmeier Consulting Group, discusses the ever-changing nature of the workplace and how organizations can better adapt to these changes through alternative workplace strategies. He notes that modern trends are moving towards more open, collaborative office environments and activity-based working, giving employees autonomy over how they use their workspace.

Facilities managers often face the challenge of managing change, whether it's due to a lease ending, a shift to remote work, or new office design mandates. Stegmeier emphasizes that managers don't have to handle these transitions alone. Consulting groups can help by taking on some of the burden, especially when internal teams lack the bandwidth or experience to communicate workplace changes effectively.

A key takeaway is the importance of timely communication. Stegmeier warns that waiting too long to inform employees about upcoming changes can lead to rumors and misinformation. He advises communicating early and often to prevent unnecessary anxiety and confusion among staff.

Leaders should also focus on outlining the positive outcomes of workplace changes. For example, cost savings from real estate can be reinvested in better technology or employee benefits. This helps staff see the benefits and reduces resistance to change.

Even if a change management process starts late, Stegmeier reassures that it's never too late to begin. However, starting earlier—ideally a year and a half in advance—yields better results. The approach to change management is tailored to each client, but the core principle remains the same: people are at the heart of every workplace change, regardless of industry.

Stegmeier also addresses the risks associated with change. He encourages organizations to consider not just the risks of making a change, but also the risks of maintaining the status quo. Benefits of embracing change include retaining employees, boosting productivity, increasing workplace happiness, and attracting new talent, especially as more millennials enter the workforce.

Ultimately, change is necessary for growth and improvement in any organization. Embracing it, rather than fearing it, leads to better outcomes for both employees and the company as a whole.

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