The document discusses the substantial costs of workforce disengagement, which amounts to an estimated one trillion dollars annually, with nearly 70% of employees reported as disengaged. It emphasizes the benefits of an engaged workforce, including lower absenteeism, fewer safety incidents, and higher profitability, emphasizing the role of organizational culture and workspace design in fostering employee engagement. The document also highlights real-world examples, such as Mountain Equipment Co-op and Ash Brokerage, demonstrating how intentional workspace design can reflect and enhance company culture.

1. HOW TO INCREASE
THROUGH CULTURE & DESIGN
EMPLOYEE ENGAGEMENT

2. Workforce disengagement
costs an estimated one
trillion dollars per year.
People represent 82% of your
company’s operating costs, so
wouldn’t you want to have the most
engaged workforce possible?
Source: Partnership to Fight Chronic Disease, 2007: Gallup, 2013

3. Nearly 70% of employees
are disengaged at work.
Source: Gallup 2016
70%
disengaged
30%
engagedWhen the majority of your
workforce is disengaged, it has
a significant impact on your
organization’s bottom line.

4. Engaged teams provide
significant benefits to a
business:
Source: Gallup 2016
• Lower rates of turnover and
absenteeism
• Fewer safety incidents
• Less shrinkage (loss or damage
of inventory)
• Higher rates of productivity
and profitability
41%
Less Absenteeism
70%
Fewer Safety Incidents
28%
Less Shrinkage
Less Turnover
59%
Greater Profitability
21%
Higher Productivity
17%

5. Culture is the catalyst
for engagement,
collaboration,
and innovation.
Companies that embrace
culture are in a better
position to attract and
retain top talent.

6. Research suggests that architecture, interior design, and furnishings
provide a tangible way to support—or even change—the culture of
an organization.
Source: Change Your Space, Change Your Culture: How Engaging Workspaces Lead to Transformation and Growth, 2014

7. Haworth can help
connect your space
with your culture.
Managing culture sets the
stage for an organization’s
future.

8. Haworth uses the
Competing Values
Framework to help
organizations define
their cultures and
create appropriate
workspaces.
Internal
External
Flexible
Breakt
hrough
Long-term
D
evelopment
Increm
ental
Short-term
P
erformance
Focused
Collaborate (Clan)
do things together
Create (Adhocracy)
do things first
Control (Hierarchy)
do things right
Compete (Market)
do things fast

9. Collaborate
Collaborate
Culture
Focused on team
building and supports a
work environment that
demonstrates flexibility,
concern for people, and
sensitivity for customers.

10. Create
Culture
Focused on doing things
first by differentiating
itself externally with
a high degree of
experimentation and
individuality.

11. Control
Control
Culture
Focused on doing things
right through internal
procedure with a need for
stability and control.

12. Compete
Compete
Culture
Focused on doing things
fast through external
competition with a focus
on results.

13. Space is an
investment in
your people.
When leaders make the
important connection
between space and
organizational culture, it
pays dividends, especially
in attraction, retention, and
engagement of top talent.

14. Mountain Equipment Co-op (MEC) Ash Brokerage
Take a look at how these companies designed inspiring spaces with
culture in mind, where people can do their best work.

15. MEC’s innovative new
workplace supports
creativity and
collaboration.
The organization’s culture and
values are embodied in the
design, providing a healthy,
inspiring space where people
can do their best work.

16. Ash Brokerage is now
an open, inviting,
collaborative, bright,
and inspiring place
to work.
There is a feeling of
camaraderie and connectivity
that can be directly correlated
with the company’s culture.

17. How are you evolving your culture?

18. Learn more at haworth.com.